One of the big business stories last week was the ruling by the Supreme Court that the controversial fees for bringing employment tribunal claims are unlawful, a ruling that was hailed as a “massive win for workers” by TUC general secretary Frances O’Grady.
In 2013, the Government introduced the fees with the goal of eliminating frivolous tribunal claims from an individual or group who knew that they would have very little chance of being successful. According to figures provided by the Ministry of Justice, the number of employment tribunal cases in 2012 generally averaged at slightly above 5,000 total cases per month. However, after the ruling in 2013, the total number of cases averaged between 1,500 and 2,000 per month, the highest number being 2,210 in March 2014 – well below the average number in 2012.
Summer time is a period of great sporting events, festivals, lovely weather (for those of you not living in Scotland!), and of course the long school holidays. Consequently, the Summer is typically seen by employees as an ideal time to take some time off work and recharge their batteries. However, the Summer period can sometimes mark the beginning of a challenging period for businesses as they potentially have to balance busy periods with managing Employee annual leave.
The current statutory amount of annual leave that a full-time employee who works a five-day week is 5.6 weeks (or 28 days), although some businesses may grant higher annual leave entitlements to their employees. Read more
If you are an employer, do you know what you can do to restrict political campaigning from employees when they are working? Following Theresa May’s decision to call a ‘snap’ general election on the 8th of June, this could potentially be a significant issue for businesses over the next few weeks.
Interestingly, employees do not need the normal two-year service period to claim unfair dismissal where the reason for the dismissal is their political opinion or affiliation. As a result, businesses need to carefully consider what they are entitled to do if they want to restrict any displays of political allegiance.
After setting up the conference room for the Glasgow version of our Financial Wellbeing seminar with HSBC, it felt like we had only just cleared up after our initial Planning For Success(ion) seminar a few weeks earlier. The intervening weeks in the Gravitate Glasgow office have been so busy, this seminar was upon us before we even knew it.
We were once again delighted to welcome a selection of business contacts to our beautiful Blythswood Square office and also facilitate some new connections.