HR Articles

Most workers today have come from a background where, rightfully so, work was synonymous with place. We have all been used to the idea of going to and coming from a workplace.

The Data Protection and Digital Information Bill (“DPDI Bill”) was due to have its second reading in Parliament on 5 September 2022. The aim of the Bill was to update the UK’s data protection framework. However, this was halted due to the appointment of Liz Truss as the new Prime Minister.

As we come to the end of ‘National Work Life Balance Week’, it is an ideal moment for employers to take stock and reflect on whether they are striking the right balance in their workplaces. 

The headlines are currently dominated by strikes across a range of sectors. We are seeing post workers, refuge workers, barristers and train workers striking across the country.

As part of a package of reforms aimed at ‘boosting productivity’ and ‘supercharging growth’, Prime Minister Liz Truss, has announced plans to remove reporting obligations.

From 1 October 2022, the UK Government will introduce changes to the acceptable ways for employers to conduct right to work checks for both new and existing employees.  

Since April 2018, employers have been able to conduct online right to work checks on certain individuals, namely those from the EU, the EEA, Switzerland, and recently certain types of UK visa holders. Manual i.e., physical document right to work checks had to be conducted in person until the outbreak of COVID-19 in March 2020, which made it impossible for employers to conduct said checks face-to-face.  

Clarkslegal are proud to announce that Legal 500 UK has recognised the firm for its work in the following areas of law: Employment, Immigration, Construction, Commercial Litigation, Commercial Property and Corporate & Commercial.

How will employment play out in the Metaverse? Will employees be bound by the same rules? Will employers be subject to the same employment laws? How will harassment be dealt with? Is bullying in the Metaverse going to be an issue for employers to deal with? 

Since the implementation of Brexit, we were wondering whether to expect a diversion from EU employment laws and regulations at some point, but no timetable had previously been announced for reform. It is now anticipated that we will be witnessing one of the most important pieces of employment legislation to be introduced since the Equality Act 2010, with a major effect on workers’ rights and labour unions. 

Chancellor Kwasi Kwarteng’s ‘mini budget’ was announced today and is anything but ‘mini’ in terms of its potential impact on employment law.  He has proposed a number of important and extensive changes affecting all employers and workers.