No-Fault Divorce: A Step Forward for the LGBTQ Community
The government made its long-awaited Freedom Day announcement on Monday 21 February 2022 and later the same day the Cabinet Office published its paper Living with Covid. As a result, the legal landscape for employers and employees changed significantly on 24 February 2022. The legal requirement to self-isolate following a positive test was removed. Self-isolation support payments went too. From 24 March, the special provisions for the payment of statutory sick pay for people with Covid-19 will be removed. So is this all good news for employers? Will this help those who have been charged with managing their workplaces through what remains of the pandemic? Does it mean freedom for them, or something less?
The default retirement age of 65 for employees is now only a distant memory, but mandatory retirement ages for LLP members remain common in professional services firms. In practice this can result in surprising and harsh outcomes.
Health secretary Sajid Javid has announced that the government will launch a consultation on removing vaccination as a condition of employment in health and all social care settings. The regulations requiring front line health workers to be vaccinated against Covid-19 (Coronavirus) as a condition of employment were due to come into force on 1 April 2022, which meant that unvaccinated staff had until 3 February 2022 to receive their first dose so that they could be fully vaccinated by April.
UK law has granted protection for those who raise concerns of potential wrongdoing in the workplace (whistleblowers) since 1999 through the Public Interest Disclosure Act 1998.
Nick Ralph looks in detail at recent cases that have stemmed from the pandemic, including a refusal to attend work due to fear of contracting the virus.
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