As part of the Scottish Government's programme for a fairer Scotland, A Fairer Scotland for Disabled People (hereafter referred to as the "Action Plan"), was published in 2016. At its heart, the Action Plan set out the Scottish Government's commitment to usher in the real tangible change needed to ensure that all disabled people are valued as equal citizens, and that they are further provided the ability to live their lives in as independent a manner as they wish.
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The law never stands still, and the way it applies to you and your organisation is constantly evolving. Our people are on top of these developments and can keep you up to date with some of the most interesting aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
Latest Employment law articles
One very noteworthy change that came into force from 6 April 2021, was the implementation of reforms to the IR35 rule on off-payroll working in the private sector – reforms that had previously been delayed by a year as a result of the ongoing Covid-19 pandemic.
In this blog, we examine some of an employer's legal obligations around employee wellbeing and what steps employers might take to support those employees working from home.
The Equality Act 2010 (the 'Act') provides a legal framework that seeks to protect people from discrimination, including in the workplace. The Act seeks to protect individuals from discrimination based on a 'protected characteristic'. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Employees who meet certain requirements have the right under statute to make a flexible working request. One of the greatest impacts of Covid-19 has been the significant increase in people working from home. It's expected that moving forward there will be an increase in flexible working requests.