Are employers allowed to monitor employees at work?
Monitoring staff is a sensible business decision for several reasons, but this must be balanced with employees’ right to privacy while at work. In this guide, we outline what types of monitoring are permissible, under what conditions, and what must be in place for it to be legal. What do we mean by ‘monitoring’ […]
National Living Wage Increasing in April 2024
The Chancellor has announced a rise in the National Living Wage (NLW) to over £11 an hour from April 2024, up from £10.42 an hour for the current financial year 2023/2024. The rise takes the NLW to two-thirds of average earnings and would mean the annual earnings of a full-time worker on the National Living […]
Reasonable adjustments for mental health disabilities
Employees are protected from discrimination at work if they have a qualifying disability under the Equality Act 2010. The obligation on employers to prevent unlawful disability discrimination extends not only to employees’ physical health and visible conditions but also to their mental health and well-being. Section 20 of the Act, in particular, gives eligible employees […]
TUPE & right to work checks on transferring workers
Immigration compliance is a commonly overlooked aspect of the TUPE transfer process. Among the demands of managing a complex transaction and workforce changes, employers remain under an obligation to ensure all workers are eligible to work, or the organisation risks enforcement action being taken against them. What are the rules relating to right to work […]
