As Covid 19 restrictions ease and employers plan for a general return to the office after the summer, many are planning to offer staff “hybrid” working arrangements. What hybrid working looks like can vary significantly from business to business but Acas has issued new guidance outlining out some of the key things to think about when developing a hybrid working policy.
Annual increases in the limits on compensation for unfair dismissal and statutory redundancy pay are effective for any dismissals that take place on or after 6 April 2021. New guidance has also been issued in respect of injury to feelings compensation in claims presented on or after 6 April 2021.
Since 29 July 2013 Employment Tribunal claimants have been required to pay fees to start a claim, with further fees for the final hearing. Fees payable for a basic unfair dismissal are a minimum of £1,200. The fees have been strongly criticised and today's publication fulfils a longstanding government promise to investigate whether changes are required.
Effective 1 October 2016 the National Minimum Wage (“NMW”) for workers aged 21-24 increases by 25 pence per hour to £6.95 per hour.
The Employment Appeal Tribunal has ruled that the obligation on an employer to consider making reasonable adjustments to help disabled employees overcome any disadvantage caused by disability may extend to paying them a higher rate of pay than the “going rate” for the work that they are able to do.