This year’s Queen’s Speech was surprisingly light on employment law developments, with the omission of the long-awaited Employment Bill. However, the last few months have seen a couple of announcements from the Government regarding the future of work, data protection, exclusivity clauses and the menopause which employers need to be aware of, and tribunal and Employment Appeal Tribunal decisions continue to provide interesting reading, including decisions in the context of Covid-19.
The Employment Bill was proposed in 2019, and the Government has indicated several times that it would bring in changes such as extending redundancy protection for new parents and pregnant women and a new right to neonatal leave, as well as measures aimed at protecting vulnerable workers in the gig economy. These proposals were missing from the Queen’s Speech. However, a couple of days after the Queen’s Speech, the Government announced a review into the future of work, which would ‘build on existing government commitments’. It is not clear if this means introducing the changes previously expected in an Employment Bill.
The Queen’s Speech did include the Government’s intention to introduce a Data Reform Bill. On 17 June 2022, the Government published its response to its consultation on data protection reform. This confirmed its intention to relax parts of the Data Protection Act 2018, as well as to require employers to have a...
Delhi Police has rejected allegations that Congress leader Deepender Hooda or any other politician has been placed under house arrest, describing the reports as misleading and baseless. The police...