As the furlough scheme begins to wind up we are likely to see an increase in the number of employees leaving their roles via settlement agreement. These are commonly used agreements designed to provide for a “clean break”.

Employers who plan to continue to allow home working on a significant scale, even when no longer required to do so under COVID-related restrictions, should ensure they formalise matters rather than continue to rely on any temporary, informal arrangements that applied during the restrictions.

In the case of Forstater v CGD Europe and others, the Employment Appeal Tribunal (“EAT”) has ruled that a gender critical belief that sex is immutable, whatever a person’s stated gender identity or gender expression, is a philosophical belief and is protected under the Equality Act 2010 (“the Equality Act”) and the European Convention on Human Rights.

Head of Employment Law, David Bradley, has featured on workingwise.co.uk weighing in on the compulsory Covid-19 vaccine debate.

Employers must avoid subjecting workers (as well as employees) to a detriment if they take steps to protect themselves from work risks, based on a reasonable belief their health and safety is at risk, under new employment laws in force from 31 May 2021.

Our Head of Employment, David Bradley has featured in ‘The Carer’, discussing whether or not the no jab or no job policy can be enforced in the care industry.

This area has been an integral feature of the pandemic. How we manage resource (and pay for it) and retain the best mix of talent for the future. We also know that a majority of businesses are considering additional hiring over the course of the rest of the year.

Ramsdens Corporate team, led by Partner Richard Dean with support from Emma Spragg, Gareth Dando in our Employment team and Simon Mills, in our Commercial Property, advised David and Adam Mosley on Huddersfield based Hartford Holdings' acquisition of Traymate Products Limited, for an undisclosed sum as part of its ongoing expansion.