Come and listen, pa rum pum pum pum
What a year for Employment in twenty twenty-one
Here are the highlights of a changeable year
Jan 'n Feb in lockdown with the CJRS (a tough time all round – but we persevered)
In March a new status test, pa rum pum pum pum
In Uber and Aslam[1]
Equal pay claims next in the supermarkets
Store staff and depot staff can compare for the test[2]
Disclosure obligations cover a lot[3]
Best to do an audit and review where you're at - can you justify gaps? What can you spot?
April changes to IR thirty five
Status tests have arrived
Widening protection under the Equality Act
Gender critical beliefs are protected[4] (what will be the impact?)
The first case of associative indirect discrim[5],
And budget limits can be a legitimate aim, said the Court of Appeal, rum pa pum pum[6]
Contracts split proportionally on TUPE SPCs[7]
(Quite a surprise)
A new duty for employers to protect from harassment
And a case that reminds us, training on this mustn't be spent[8]
No appeal on a redundancy isn't fatal to be fair[9]
And it's lawful to make direct offers to employees if you've exhausted collective bargaining[10]
Holiday pay change was expected in June
But it didn't come through[11]
So, what's left to say before we go?
Since the end of September no more furlough
Flex...
The Department of Health and Human Services capped off a week of intensive anti-fraud activity with the launching of a six-month healthcare False Claims Act self-disclosure pilot program in partne...