Employment law changes for 2020
Legal updates for businesses.in 2020.
Ethical veganism and other philosophical beliefs in the workplace: striking the balance
Court judgment opens the debate about veganism in the workplace and employers’ responsibility.
Zero hours contracts: a short-term fix, but not a long-term strategy
Employers are using zero contracts incorrectly and creating issues for themselves.
Employment law: how to comply with immigration laws when recruiting staff
UK employers must verify workers have legal immigration status before employment begins, as knowingly hiring someone without permission carries criminal penalties up to two years imprisonment and unlimited fines. Employers must conduct thorough visa checks and retain documentation, while continuously monitoring time-limited visas to ensure ongoing compliance.
Harassment at work: do we need a crackdown on NDAs?
NDAs are increasingly used to silence workplace harassment victims, but banning them entirely could backfire. Without fundamental legal reforms—including better access to justice and reduced litigation costs—cracking down on non-disclosure agreements may leave vulnerable employees worse off.
GDPR and HR one year on: three things you need to know
One year after GDPR implementation, 95% of UK HR professionals report compliance confidence, but face new challenges from rising subject access requests and potential Brexit complications. HR teams must extend secure self-service data access to all workers, including gig workers and contractors, while meeting strict response deadlines to avoid significant ICO fines.
Disability discrimination at work: how to protect your business and employees
Learn how to protect your business from disability discrimination claims under the Equality Act 2010. Discover practical steps including employee training, reasonable adjustments, and clear communication policies to ensure compliance and create an inclusive workplace.
EU Settlement Scheme: time for UK businesses to prepare for Brexit
UK businesses must prepare their HR teams to support EU citizens applying for the EU Settlement Scheme before the June 2021 deadline. The scheme allows EU and non-EU family members to continue working and living in the UK after Brexit, with settled or pre-settled status depending on residency length. Employers are responsible for informing staff about application requirements and compliance obligations.
Good Work Plan: what are the implications for employers?
New employment law changes take effect April 6, 2020, including earlier delivery of written employment contracts, revised holiday pay calculations based on 52-week averages, and removal of the Swedish Derogation for agency worker pay parity.
IR35 legislation: what HR teams needs to know
IR35 legislation extends to the private sector from April 2020, requiring HR teams to reassess contractor status and tax compliance. With temporary staff rising 40% in a decade, many firms face financial penalties, operational disruption, and legal liability if they misclassify workers under the new rules.
The gig economy: how has the Government responded?
The UK Government has responded to the gig economy’s rapid growth through the Taylor Review and proposed legislation, including clearer employment status classifications, enhanced worker protections, and new rights for flexible workers. These changes aim to balance workplace fairness with the flexibility that characterizes modern work arrangements.
Why HR needs to get to grips with the gig economy
Human resources departments must understand the gig economy’s legal complexities, as courts increasingly rule that workers misclassified as self-employed are entitled to employment rights like minimum wage and paid leave. Businesses relying on gig workers face significant risks if employment status isn’t properly established.
Six ways HR teams can prepare for Brexit
HR teams must prepare for Brexit’s impact on EU workers and immigration policies. Key preparation steps include identifying EU employees, understanding settled status requirements, and planning for potential changes to hiring practices and compliance obligations.
Sexual harassment: why employers need to listen and learn from #MeToo
Employers must prioritize workplace sexual harassment prevention following the #MeToo movement. Recent studies show nearly a quarter of young women and half of British women have experienced sexual harassment at work, yet most never report it. Legal protections exist under the Equality Act 2010, but organizations need stronger policies and zero-tolerance cultures.
Should smaller businesses be required to report their gender pay gap?
MPs are calling for smaller businesses to report their gender pay gap alongside large companies. Currently, only organizations with 250+ employees must report, covering just 1% of UK businesses. Expanding this requirement could improve transparency and help eliminate workplace pay disparities.
Employee wellbeing: what do you do when an employee raises a grievance?
When an employee raises a grievance, follow proper procedures by listening carefully, exploring the complaint thoroughly, and attempting resolution. Ensure the hearing is conducted by an uninvolved manager, allow the employee to bring a companion, and clarify what outcome they seek before deciding next steps.
GDPR: who is responsible for protecting business data?
Under GDPR, both employers and employees share responsibility for protecting business data. While data breaches are often employee-caused, employers must provide proper tools, training, and processes to ensure compliance and prevent vulnerabilities that could result in significant fines and reputational damage.
The Pimlico Plumbers case: tipping the balance in favour of gig economy workers
The Supreme Court’s Pimlico Plumbers ruling marks a significant shift against gig economy business models, granting workers like Gary Smith potential access to benefits like sick pay and holiday pay. However, the decision is specific to this case and sets no binding precedent for future disputes, which will continue to be determined on their individual circumstances.
GDPR compliance: taking a three-pronged approach
Businesses can achieve GDPR compliance by adopting a three-pronged approach focusing on people, processes, and technology. With the May 25th deadline approaching and 60% of European businesses unprepared, HR departments must help identify data, establish clear compliance processes, and implement appropriate security technology.
GDPR: your HR questions answered
GDPR gives EU residents greater control over their personal data and affects any organization handling EU resident information, regardless of location. HR professionals must implement ongoing compliance measures, including data protection assessments and documentation of processing activities, rather than treating it as a one-time task.
