We begin this week with an update on a Private Members Bill passing through parliament which would give employees the right to take paid time off to attend fertility treatment.
We also report on new Regulations in force from 5 December 2022 banning exclusivity clauses for workers who earn less than the lower earnings limit. This extends protections which are already in place for all those on zero hours contracts.
Our case law report this month concerns a little-known exception to the general rule that employees need two years' continuous employment in order to bring an unfair dismissal claim. This applies where the principal reason for the dismissal is, or relates to, the employee's political opinions or affiliation. In Scottish Federation of Housing Associations v Jones, the Employment Appeal Tribunal in Scotland considered whether a dismissal because of a failure to be politically neutral might benefit from this exception.
I hope you can join us for our next free virtual Employment Brunch Briefing on 6 December. This will be a round up of case law from the last 12 months along with recent and upcoming changes to employment legislation. Please click the link below to sign up
Article published on 25 November 2022
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