On 8 November 2023, the government announced changes to the way in which holiday pay is calculated for irregular hours and part-year workers (such as those who work only during term time).

The Government has published draft legislation to amend the Equality Act 2010 (EqA) which will take effect from 1 January 2024.

Artificial Intelligence (AI) has become a powerful tool with many organisations now using AI to enhance efficiency and productivity. In the realm of employment law, AI is increasingly being developed to streamline processes and assist with decision making.

Can employees claim historic underpayments of holiday pay from their employers even if there are gaps of more than three months between deductions?

Earlier this year, the government announced that they would be supporting the Worker Protection (Amendment of Equality Act 2010) Bill (“The Bill”). The Bill aimed to strengthen the existing worker protection laws outlined in the Equality Act 2010. It comes as a response to growing concerns about the rights and well-being of workers in various industries.

The concept of working from home has gained significant traction in recent years, especially with the advent of the COVID-19 pandemic.

Three new Acts giving further employment rights to parents and carers received the Royal Assent last week.

The Employment (Allocations of Tips) Act 2023 received Royal Assent on 2 May 2023 and is expected to come into force in 2024 (the exact date is yet to be confirmed).

A recent employment tribunal decision shows how important it is to be really clear about an employee’s intentions before assuming they have resigned.

HMRC has lost a claim against Gary Lineker for a £4.9 million tax bill covering the period 2013 to 2018. HMRC argued that under IR35 legislation Mr Lineker should have been classed as an employee of the BBC and BT Sport, not a self-employed contractor. Last week, the First Tier Tribunal (FTT) found in Mr Lineker’s favour.

The Department for Business, Energy and Industrial Strategy has published its draft consultation paper on the proposed new Code of Practice on Dismissal and Re-engagement.

Anyone can make a request, but the statutory right to request flexible working is more limited and applies only to employees who have at least 26 weeks’ continuous employment (as at the date of the request) and who have not made a statutory request in the last 12 months.