With employers looking to help staff during the cost of living crisis, many are considering giving discretionary bonuses as a way of providing extra money and that much-needed support. The
Requests from employees to work abroad (or ‘workcations’ as they’re becoming popularly known as) have risen significantly since the end of the pandemic, with many seeking to utilise their newfound
Here we take a quick look at some key employment case law decisions from recent months. The post Employment case law update | Autumn 2022 appeared first on Shakespeare Martineau.
In March 2020, the Government responded to a consultation on neonatal care and leave, proposing the introduction of statutory neonatal leave and pay for up to 12 weeks for parents
On 22 September 2022, the government announced the introduction of the Retained EU Law (Revocation and Reform) Bill 2022. The bill impacts 2,400 pieces of retained EU law which span
Following the death of the Queen, a last minute bank holiday was announced for the day of her funeral on 19 September. This was the second additional bank holiday this
On 22 September 2022, the government announced the introduction of the Retained EU Law (Revocation and Reform) Bill 2022. The bill impacts 2,400 pieces of retained EU law which span
Leading full-service law firm Shakespeare Martineau has expanded the support it provides to charities with its newly-launched legacy administration service – helping organisations maximise the gifts they receive in wills.
A recent example of an unsuccessful will challenge where the Court preferred the evidence of the testator’s solicitor despite the “golden rule” not being followed. The post Recent Legacy case
There has been a recent update to the way trusts and estates are registered. This is known as the Trust Registration Service (TRS). The post Trust Registration Service Update appeared
With wages failing to keep up with the rise of inflation, and a recession likely on the way, the UK is facing a cost of living crisis. The post How
For a dismissal to be fair, the reason (or main reason) for the dismissal must be one of the potentially fair reasons under section 98 of the Employment Rights Act
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