The most significant recent legal developments for employers are set out below.
- Grief leave: a new bill has been introduced seeking to introduce laws which provide parents who lose a child the right to paid time-off to grieve. There is currently no right to compassionate leave, although many employers chose to grant a short period of time-off. The bill is an important step forward, but as the bill has not yet been published, the precise details remain unclear. The Department for Business, Energy & Industrial Strategy has said that it will work with employers, employee representatives and campaigners on behalf of working families to understand the needs of both bereaved parents and employers.
- Flexible working: The fastest growing provider of managed communication services, Maintel, have announced the results of a study into flexible working preferences. The study showed that many workers value flexible working more than a pay rise. 73% of respondent’s cited that their employer has good flexible working policies in place and 66% would feel comfortable asking their manager if they could work more flexibly. Perhaps surprisingly, the 55+ age group were more likely to take advantage of flexible working than those between 18 and 24.
- Injury to feelings: A consultation has started seeking views on increasing the damages bands for injury to feelings and psychiatric injury as follows: lower band (£1,000 – £8,000), middle band (£8,000 – £25,000) and upper band (£25,000 to £42,000).
- High heel ban: Research by the University of Aberdeen has shown that high heels raise the risk of developing musculoskeletal conditions and the chance of injury. As a result there have been fresh calls for a ban on requirements to where high heels in the workplace, despite a petition for the same being rejected by the Government earlier this year.
This document is provided for information purposes only and does not constitute legal advice. Professional legal advice should be obtained before taking or refraining from taking any action as a result of the contents of this document.Get in touch with Will Walsh