It seems as if we say this virtually every December, but this year has seen some important changes in employment law. It's never an exact science to predict what will happen on 2018, but here we set out the two main themes that we see developments falling into.
Life, business and the law
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 interestings aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
Latest articles from Scott Milligan
A case brought by former Olympic cyclist Jess Varnish will look at whether or not athletes such as her can be considered as employees or workers. The outcome will have far-reaching implications for athletes and sports governing bodies and funders.
Report on Mental Health at Work – why employers could benefit from investing in support for employees
Most, if not all, employers will require to deal with mental health issues in the workplace at some point. A new report, "Thriving at Work", has been produced by the Government with a focus on how employers can better help with this challenge and create healthy working environments, as well as producing economic benefits.
It's been one of the tenets of unfair dismissal law for over 35 years that an employer must carry out a sufficient investigation before dismissing an employee for misconduct. This is an aspect that is commonly attacked by claimants in order to show a dismissal itself is unfair. But can an employer's investigation be too thorough?
Employers routinely suspend employees when investigating allegations of misconduct, and usually for entirely understandable reasons. However, there have been a number of cases in which employers suspended employees which has led to judicial criticism as well as findings of unfair dismissal.