Bulletins

With all the main political parties having now published their manifestos ahead of the 12 December 2019 general election, we summarise the main parties' pledges for employers in relation to Brexit, free movement and the potential future of the UK's immigration system.


Welcome to the November employment bulletin. With a significant focus on the General Election next month, our immigration expert Gemma Robinson summarises what the main parties' manifestos are in relation to the hot topics of Brexit and immigration. As well as our monthly In Brief review of the latest developments, we take a closer look at a right to work case, a decision that highlights how important having anti-harassment policies and training in place is and a proposal to require employers to provide basic references.


The case of Badara v Pulse Healthcare Limited involved a Nigerian national, Mr Badara, who was the spouse of an EEA national living in the UK. Mr Badara entered a consultancy contract with Pulse Healthcare in 2013 and before he started work, he presented a UK Residence card to evidence his right to work in the UK. Gemma Robinson, associate, provides further insight.


For many employers, having an Anti-Harassment Policy is often seen as a tick box exercise. Policies are circulated but then quickly forgotten about and not revisited until an allegation of harassment has been made. Kevin Lau, associate, provides further insight.


LAU Kevin 3x3Knowing whether to provide a reference and what to include in it can be a challenge for former employers. The government has recently announced proposals to introduce new legislation making it an obligation for employers to provide a basic reference in respect of all departing employees following a recent Women and Equalities Select Committee's report on protecting employees in cases of alleged discrimination, Kevin Lau considers the new proposals here.


DALLIMORE HelenThere are a number of expected changes in employment law in 2018 and beyond and we have prepared a quick reference table so you can check you are up to date and ensure that your business is prepared for what is around the corner. 

The table below, prepared by Helen Dallimore, managing associate, looks ahead to future proposed changes. The expected dates are based on the previous government's announcements to date. 
Tags: Employment and Pensions2017


The date of the UK's departure from the EU has been delayed once again to 31 January 2020. At the time of writing, uncertainty remains as to whether the UK will leave the EU with a deal or without one.


DALLIMORE HelenWelcome to October's In Brief employment law update.

To help you keep quickly up to date with employment law, we summarise the key developments arising from cases, legislation and consultations for this month.


The controversial IR35 provisions have faced significant public challenge since their introduction in 2000; they are notoriously complex and are widely criticised as being disruptive to business. However the government remains committed to their application and, due to widespread non-compliance in the private sector (costing an estimated £440million in the 2016/2017 tax year) it is proposed that the current off-payroll working provisions that apply to the application of IR35 in the public sector be extended to all large and medium sized companies in the private sector with effect from 6 April 2020.


DALLIMORE HelenFrom 6 April 2020, the requirements for the basic written statement of employment particulars will change. As well as changing what the statements need to cover, they also change when and to whom they need to be provided. Employers should start getting ready for this development and reviewing their terms in preparation.

Helen Dallimore, Managing Associate considers the changes and the practical implications.


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