Feature Articles

In the CIPD’s Labour Market Outlook report, published November 2023, it was revealed that 17% of employers were planning to make redundancies in the three months to December 2023. This means that for the first time since winter 2021/22, redundancy intentions have fallen. Nevertheless, as the cost-of-living crisis continues, redundancy remains an important topic for employers. In this feature, Stacie Cheadle, Croner-i employment law researcher and writer, takes an in-depth look at suitable alternative employment during redundancy, and what employers need to know about it.

The Government has announced plans to cut net migration numbers into the UK. Several changes are set to be introduced from spring 2024 that employers need to be aware of when employing, or in some cases continuing to employ, foreign nationals. In this feature, Croner-i employment law researcher and writer, Stacie Cheadle, will look at what these changes are, as well as looking at employers’ obligations when it comes to right to work checks.

According to Stress Statistics UK, 79% of workers say they frequently feel work-related stress. Whilst a little bit of stress can be helpful, by providing the impetus to get a particular project done or have a difficult conversation, too much can be harmful to an employee’s health, wellbeing and performance at work. Generally, however, the duty to make reasonable adjustments is not usually applied; stress isn’t a disability on its own or so it was said before the employment tribunal (ET) case of Phillips v Aneurin Bevan University Local Health Board (2023). Now, employers are on notice that there is yet another reason to deal with stress in the workplace and that’s the Equality Act 2010’s prohibition of discrimination on grounds of disability, and duty to make reasonable adjustments for a disability.

2024 is set to be a busy year for employers and their HR teams, with various new employment laws set to come into force. And with the Government’s announcement of the new National Minimum and Living Wage (NMW/NLW) rates, applicable from 1 April 2024, along with new rights to paid leave (neonatal care leave) and the requirement to hand over 100% of tips and gratuities to employees, it’s going to be an expensive one too. In this article, Stacie Cheadle, Croner-i employment law researcher and writer, looks at the NMW/NLW rate increases for next year and sets out our top tips for managing minimum wage.

November 20 to 24 2023 is National Older Workers Week. By 2025, current estimates by Age UK are that one in three workers will be 50 or over. Age is an important factor to consider therefore when it comes to diversity in the workforce, and employers should ensure that it is part of the diversity, equality, equity and inclusion efforts. In this feature, we look at how employers can do that.

Amendments will be made to the Equality Act 2010 from 1 January 2024 that employers need to know about. These changes will bring clarity to post-Brexit discrimination law and enshrine a number of key employee rights onto the UK statute books. In this follow-up article, Stacie Cheadle, Croner-i employment law researcher and writer, looks at changes to the Equality Act 2010.

Every business has seen its costs rise. Here we look at what strategies your company can use to reduce these overheads to remain competitive and able to innovate at speed.

Zero-hours contracts are often a point of contention. The appeal of this type of contract is its flexible nature, but that’s also where the majority of issues arise.

From 1 January 2024, major legal changes will come about as UK law separates itself from EU law. In order to continue to offer the same protection to employee rights, the Equality Act 2010 (EqA) will need to be amended. Stacie Cheadle, Croner-i employment law researcher and writer, looks at these changes in relation to pregnancy, maternity and breastfeeding in this first of two articles.

As we approach the end of the year, many employers will be looking back at the successes in the business over the last 12 months, and thinking of ways they can celebrate this with their employees. Traditionally, a Christmas party has been a focal point of this, generally involving a late night, alcohol and frivolity. But are such events truly inclusive? In this article, Stacie Cheadle, Croner-i employment law researcher and writer, looks at work-related social events and presents our top tips for ensuring they are inclusive to all.