The Department for Work and Pensions has now published its annual rate increases for 2023/2024. Exact dates of implementation are yet to be confirmed, although consistent with previous years they are likely to increase on different dates during the first week or so of April 2023.

As is often the case, if the decision is made to suspend an employee communication is key. Not just in terms of being clear with the employee as to the reasons why the suspension has been considered necessary and appropriate in the circumstances but also what others will be told about the employee’s absence from the workplace, bearing in mind that the fact that the employee is suspended should also be kept confidential.

This year has been another challenging year for so many and we have been grateful to have been able to continue to work with you all and to support our clients through some difficult times.

In June this year Acas published evidence on the use of fire and rehire practices at work. The report was commissioned by the Department for Business, Energy and Industrial Strategy. Views were sought from a range of professional bodies, including trade unions and employer organisations regarding the approach to changing terms and conditions often used as a means of saving costs.

The recent Employment Appeal Tribunal case of AMDOCS Systems Group v Langton is a reminder to employers of the need to be careful when drafting offer letters and contracts of employment for new starters. The case involved the offer of PHI, a commonly offered employment benefit, which usually pays out a percentage of the employee’s salary whilst that employee remains on long-term sick after a waiting time, often around 6 months.

The government has announced that the temporary arrangements for carrying out right to work checks have been extended again and will now end on 5 April 2022.

Please note that since originally publishing this blog the government have postponed the end date from 20...

As you turn the page on your calendar into April, here’s a summary of what you need to know.

Of those new limits referred to below, probably one of the most notable ones in the current economic climate will be the weekly pay figure used for statutory redundancy calculations which increases from 6 April.

As the government’s coronavirus (COVID-19) vaccine programme continues to roll out at a successful pace many more of us will be invited to get vaccinated and it will be important for employers to support staff in getting the vaccine once it’s offered to them.