HR Articles

The UK is anticipated to leave the EU on 29 March 2019 (unless the two-year notice period is extended by agreement between the UK and EU). The new EU Settlement Scheme fully opens on 30 March 2019.

The last few days of Parliament have not provided anyone with any certainty on Brexit. A key group of stakeholders of Brexit are the EU citizens in the UK and those intending to come here post-Brexit. So, what happens if there is no deal before 29 March 2019 and the UK crashes out of the EU?

The EU Settlement Scheme is now entering its first public test phase from 21 January 2019. The scheme, which is scheduled to fully open on 30 March 2019, has undergone private testing phases with employees in the higher education, health and social care sectors.

Lawyers say they understand the widespread disagreement over sexual harassment because the boundaries of appropriate behaviour have shifted

New executive pay ratio reporting regulations came into force this month (in the Companies (Miscellaneous Reporting) Regulations 2018).

In the recent case of Stefanko and others v Maritime Hotel Ltd, the Employment Appeal Tribunal held that any employee engaged for a month or more is entitled to a written statement of terms in accordance with Section 1 of the Employment Rights Act 1996.

The EU’s Data Protection pride and joy, GDPR, came in a little over seven months ago. Despite this, many workers are still not compliant and, worse still, are unaware that they are doing anything wrong.

On 13 December 2018, the Government laid before the Parliament the Immigration (Restrictions on Employment) (Code of Practice and Miscellaneous Amendments) Order 2018 and an updated Code of practice to prevent illegal working.

The Immigration Health Surcharge (IHS) will double on 8 January 2019. The IHS is a charge paid by temporary migrants to the UK. This increase means that most visa applicants (from outside the EU) will now pay £400 per year up from £200 per year. Student and Youth Mobility visa applications will have to pay £300 per year up from £150 per year.

At the end of 2018 the Supreme Court considered whether advantageous treatment, that had the potential to be even more advantageous, would constitute ‘unfavourable’ treatment within the meaning of the Equality Act.