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In order to cope with the challenges presented by the COVID-19 pandemic and maintain essential transport, a number of relaxations have been made by the Department for Transport (DfT). The Senior Traffic Commissioner has also published a set of temporary updates to certain of the existing Statutory Documents that provide guidance to Traffic Commissioners when dealing with regulatory issues. These relaxations apply to England, Scotland and Wales only, as the arrangements for Northern Ireland are devolved.
There is no mention of the latest round of talks with the European Union among the three main stories for May on the Department for International Trade (DIT) website, and this is perhaps not surprising as press reports have indicated that little or no progress has been made. Paul Clarke examines the reasons for this and summarises the steps that the UK and the EU have taken.
As the number of cases in the UK and abroad continue to rise, the situation is quickly evolving. There are a number of risks posed by the virus that employers will need to be aware of, and it is important to remember that employers have a duty of care towards their employees and should take reasonable steps to protect the health and safety of their workforce. This information is being continually checked and updated.
If jobs in the environment sector are to be truly sustainable, green work will need to be good for workers, too, with safe and healthy working conditions. Vicky Powell looks at the main hazards for sustainable jobs in 2020, even without the challenges of the pandemic.
Working parents are afforded certain rights under employment law and employers need to ensure they are aware of them. Not only can failure in this area result in costly discrimination claims, it can also mean the difference between a low or a high retention rate. Ben McCarthy, employment law writer at Croner-i, outlines points that employers can consider when aiming to be family-friendly employers.
Flexible working as an employee benefit has grown in stature since the legal entitlement to request flexibility was opened to all employees with 26 weeks’ service in 2014. Prior to this date, employees could only submit a request where the flexibility was related to their childcare or dependant care responsibilities.