We will be closed between Monday 23rd December and Friday 3rd January 2025 inclusive. We wish everyone a very happy and peaceful holiday season and look forward to supporting employers and employees in all areas of employment law in the new year. The Mulberry’s Team
I have a confession. Yesterday I attended a Speed Awareness Course having been caught going (slightly) over the speed limit. I learnt a lot and appreciated the refresher in things I had forgotten about road safety. One thing I found interesting was the amount of people on the course who spoke of intense pressure from[…]
‘Gender-critical’ beliefs, including a belief that biological sex is dimorphic, important, immutable and distinct from gender identity, are protected under the Equality Act and the European Convention on Human Rights following the decision of the Employment Appeal Tribunal in 2021 in a case bought by Maya Forstater against CGD Europe. To qualify as a ‘philosophical[…]
The EHRC Guidance on the new preventative duty to prevent sexual harassment at work states that: “An employer is unlikely to be able to comply with the preventative duty unless they carry out a risk assessment.” So what is a sexual harassment risk assessment and what steps should employers take to prevent the risks it identifies? Zoe Lagadec, Founder and Principal Solicitor is[…]
Document Pack on the New Duty to Prevent Sexual Harassment at Work The new duty to prevent sexual harassment came into effect at the end of October. It is difficult to overstate the sea change this creates in terms of the way employers should address sexual harassment at work. The new duty is pro-active and[…]
The minimum wage for over 21s, otherwise known as the National Living Wage, will rise by 6.7%, from £11.44 to £12.21 from April 2025. For someone working full time, or a 37.5 hour week, that equates to £23,873.60 a year, up from £22,368.06. For 18 to 20-year-olds, the minimum wage will rise from £8.60 to[…]
In Thomas v Surrey and Borders Partnership NHS Foundation Trust and anor Mr Thomas had been engaged through an employment agency to deliver consultancy services to the Trust for just under three months. He was notified by the employment agency that his assignment had been terminated because it had come to light that he had[…]
In Commissioners for His Majesty’s Revenue and Customs v Professional Game Match Officials Ltd, the Supreme Court has decided that contracts between part-time football referees and their administrative body, which were entered into on each occasion that they were engaged to officiate at a particular match, met the minimum requirements necessary to establish their status[…]
Training Event – Book Now – Election De-Brief & Update on Employment Law Proposals
Uncategorised Aug 23, 2024
What does the election result mean for employment law? Following the election on 4th July we will be holding a De-Brief session setting out how the new political landscape is likely to impact employers. There is LOT to get through and many radical changes afoot. It will be an informal opportunity to discuss what is on[…]
As part of the government’s efforts to reduce illegal migration, substantial increases to illegal working penalties for employers came into force on 13 February 2024. For a first-time breach, penalties increased from £15,000 to £45,000 per illegal worker. Repeated breaches tripled from £20,000 will to £60,000 per illegal worker. In order to assist employers the[…]