On 14 March 2017, the Court of Justice of the European Union (CJEU) issued its decisions on twocases brought against employers which sought to ban the wearing of headscarves by femaleemployees in customer facing roles. The judgments provide guidance for employers on the limited circumstances in which such a ban may be lawful.
Where the employment contract is silent on when notice of termination is deemed to be given, notice is only service on actual receipt of it by the employee, according to the Court of Appeal in Newcastle Upon Tyne NHS Foundation Trust v Haywood.
A plumber who signed an agreement with his company suggesting that he was self-employed, was in fact entitled to rights as a ‘worker’, according to the Court of Appeal in Pimlico PlumbersLtd and another v Smith. The judgment has important implications for employers that claim their workers undertake services on a self-employed basis and that they effectively run their own businesses.
The following outlines the rates and limits covering everything from sick pay to the national minimum wage.
The following represents a timeline of employment related events from March 2017, covering topics such as Brexit, Gender Pay and Immigration
5 April 2017 marks the start of the annual “snapshot” date under the gender pay gap reporting regulations. The new rules apply to employers with 250 or more employees. Those employers now have 12 months to produce their gender pay gap reports, have them signed off by a senior executive and publish them on their website.