With the Coronavirus Job Retention Scheme (“Furlough Scheme”) coming to an end in October, children returning to school this month and the Government’s new “rule of six” imposing stricter social measures in order to keep businesses open, many employees are now making a return to the workplace. Whilst this is generally a positive development for the economy at large, it will inevitably open up a number of challenges for employers. We consider below some of the key practical considerations for businesses and suggest steps they can take in order to minimise their exposure to legal risks.
As recent events have shown, race discrimination and lack of diversity in many professions and workplaces is still very much a reality, even in today’s world. Tackling this issue in the workplace is not easy and, until recently, some employers might have perhaps have tried to avoid doing so unless faced with an obvious issue or complaint. However, this state of affairs can no longer be the case; employers and managers must now be prepared to take action against racism and encourage others to speak up.
Richard Fox explains the consequences employers can expect to face if they have intentionally or accidentally misused the job retention scheme
We live in uncertain and financially very troubling times. The coronavirus pandemic and the unprecedented measures put in place to tackle it have caused severe disruption to businesses. Big names such as Harveys, TM Lewin, Intu and the owners of Café Rouge and Bella Italia all went into administration at the beginning of the month. They will not be the last.
As another case involving allegations of sexual misconduct relating to a senior partner of a law firm has been concluded before the Solicitors Disciplinary Tribunal just this week, resulting in the imposition of a £10,000 fine being confirmed on 22 July 2020, it is perhaps safe to say that, for now, there is no sign that the Solicitors Regulation Authority (SRA) has lost its appetite to investigate and act on reports of this nature that it receives.
Skip to content Home About Us Insights Services Contact Accessibility