Employment

Recent Articles

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  05/12/2024

  United Kingdom

  Employment Rights Bill Deep Dive #3 - A new chapter for trade unions - changes to worker protections and collective bargaining

  The Employment Rights Bill is widely regarded as the most significant piece of employment legislation in decades. The Bill contains a suite of far-reaching reforms to trade union law and workers’ collective bargaining rights. Those reforms are largely consistent with the manifesto pledges outlined by the Labour party in its Plan to Make Work Pay, with an emphasis on reversing the “anti-union” policies introduced by the previous Government as well as strengthening protections for trade unions and their members.In this Law-Now, we look in more detail at the key changes, including...

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  04/12/2024

  Czech Republic

  Adapting to change: navigating the flexible amendment to the Czech labour code

  The upcoming “flexible” amendment to the Labour Code will introduce significant changes to the Czech employment landscape in 2025. Although originally planned for January 2025, it is more likely that the amendment will not take effect until summer 2025. This amendment aims to create a more flexible, modern, and balanced work environment. As these changes will impact the core aspects of employment relationships, it’s time to buckle up and prepare for what lies ahead. Join us for our webinar on 21 January 2025, where we will guide you through these changes.Key ChangesProbation PeriodThe...

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  04/12/2024

  Hungary

  Hungary to introduce new statistical classification for economic activities on 1 January 2025

  As of 1 January 2025, a new version of the statistical industrial classification of activities (NACE’25) will replace the currently applicable classification system (NACE’08). The change was mandated by EU legislation, and as a result from 1 January 2025 economic activities pursued by Hungarian companies must be classified according to the new NACE’25.Hungary’s parliament has just adopted the act outlining the obligations of Hungarian companies regarding the upcoming changes to the activity-classification system specified below.Until 31 January 2025, the National Tax and...

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  29/11/2024

  United Kingdom

  Turning up the heat on employers: the new duty to prevent sexual harassment and its impact on the hospitality, travel & leisure sector

  A new duty on employers to take reasonable steps to prevent sexual harassment in the workplace including harassment by third parties, came into force on 26 October 2024.While sexual harassment can happen in any workplace, there are factors specific to the hospitality, travel & leisure sector which significantly increase the chances of employees being exposed to sexual harassment. This includes interacting with customers, late hours, and alcohol consumption by customers, all of which is more pronounced during the busy festive period.Employers who do not comply with the new duty may risk exposing...

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  27/11/2024

  United Kingdom

  Employment Rights Bill Deep Dive #2 Fire and rehire, zero hours workers and flexible working

  Fire and rehire, zero hours workers and flexible workingAmong the array of changes that the Employment Rights Bill seeks to introduce, the reforms relating to fire and rehire, flexible working and zero hours contracts, are some of the most transformative in terms of strengthening workplace rights. Although the changes are not expected to come into force until 2026, allowing employers time to prepare for them, they will mean that employers need to give even more careful consideration to employees’ contractual terms and resourcing planning if they wish to avoid incurring unnecessary salary...

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  20/11/2024

  United Kingdom

  Haycocks v ADP RPO UK Limited: “As it was” on individual redundancy consultation requirements

  The Court of Appeal has confirmed in Haycocks v ADP RPO UK Limited that workforce level consultation is not required for an individual redundancy dismissal to be fair. The Court of Appeal’s decision provides useful clarification of an employer’s obligations in relation to consultation for smaller scale redundancies.BackgroundThe respondent employer, ADP RPO UK Limited (ADP), ran a recruitment process outsourcing company for the London office of Goldman Sachs. The Claimant was employed by ADP but, following the onset of the coronavirus pandemic, was made redundant. The Claimant brought...

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