Nicola Welchman, Partner at Bloomsbury Square Employment Law, explains the recent changes brought by the Protection from Redundancy (Pregnancy and Family Leave) Act 2023, which came into effect on April 6, 2024. This Act enhances protections for new and expectant parents by providing stronger safeguards against redundancy.
Read our insights and media coverage
Welcome to Bloomsbury Square Employment Law Newsroom, the place to find all the latest news and information from our business, our clients and the Employment Law world.
For all media enquiries click here
In The News
Insights
In The News
Extended Safeguards – Parents in the Workplace
Can bosses force their managers back to the office?
Chris Hogg comments on Elizabeth Wilson, a manager at the City regulator, has been defeated in a legal case on her right to work from home. The ruling could set a far-reaching precedent
“If in doubt, don’t say it”: Lawyers warning after Councillor’s disciplinary for mock-Irish accent
Will Burrows explained to City A.M. that his team is increasingly seeing employers viewing harassment as an entirely subjective issue, resulting in employers dismissing employees based on how complainants have perceived the actions of a fellow employee.
Insights
Employers tend to use the terms “without prejudice” and “protected conversation” interchangeably when making an offer to terminate an employee’s employment with a financial offer, but they are separate legal concepts.
Simple guide to ex gratia payments, its purpose in settling disputes, the potential legal implications written by a top lawyer specialising in Ex Gratia advice
The existence and extent of any restrictive covenants are critical to consider at an early stage in the recruitment process.
The furlough scheme implemented by the U.K. Government in April 2020 as a response to the lockdown measures during the Covid-19 crisis ends today, 30 September 2021.
There are a lot of myths about restrictive covenants and whether or not they are enforceable. Restrictive covenants are enforceable if they are no wider than necessary to protect an employer’s legitimate business interests.
