UK: tribunal rules that requiring office-based working to the disadvantage of employees who care for disabled dependents can be unlawful indirect discrimination

A first instance tribunal decision has ruled that UK law should be read as prohibiting a policy which indirectly discriminates against an employee who cares for a disabled person, for example due to a lack of flexibility over hours or location of work. Currently, discrimination because of association with a person with a protected characteristic … Read more

REMOTE/CONTROLLED = THE NEW TRUST EQUATION: THE FUTURE OF WORK REPORT 2021

Radical upheavals in working life are taking hold at a global level as remote and hybrid working leave lasting changes across industries in the wake of the Covid-19 pandemic. In response, employers are more inclined to advocate about geopolitical and social issues, use technology to manage and monitor the new ways of working, and adopt … Read more

UK Covid-19: update on latest employment law developments and cases; extended gender pay gap reporting deadline imminent

Below is a round-up of recent Covid-related developments. Changes to the self-isolation rules for double-jabbed workers came into force in England from 16 August.  Individuals who received their second dose of the vaccine at least 14 days earlier no longer need to self-isolate if identified as a close contact of someone testing positive, but are … Read more

UK: regulators propose new diversity and inclusion requirements for financial services

The FCA, PRA and Bank of England (the regulators) have published a discussion paper (DP21/2) which aims to kick-start discussion on how the financial services sector, with the help of the regulators, can “accelerate the pace of meaningful change” in improving diversity and inclusion (D&I) within financial services firms. The policy options being considered in … Read more

UK: EAT rules that judicial notice should still be taken of “childcare disparity” in establishing group disadvantage for indirect sex discrimination claims

Employers should be alert to the risk of indirect sex discrimination claims when requiring flexible work schedules, particularly if these involve changeable or unsociable hours.  The EAT has confirmed in Dobson v North Cumbria Integrated Care NHS Foundation Trust that female employees seeking to show that a requirement for flexible hours is indirectly discriminatory may … Read more