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The Kubler Ross “change curve” maps the personal emotional journey of an employee when typically dealing with business transition.  Each individual is different, although the model documents a consistency in mental attitude when faced with a business change situation.  Understanding the psychological journey of an employee throughout a process greatly increases the potential to manage it well by taking into consideration the feelings of the colleague, in balance with the application of an employment law or people procedure.

The marriage discrimination provisions of the Equality Act 2010 largely reflect the protection afforded from discrimination for married persons as set out in the original Sex Discrimination Act 1975.  Marriage and civil partnership discrimination occurs when there is direct discrimination, indirect discrimination or victimisation on the basis of the union.  Compensation is uncapped and not time-barred and tribunal awards can be substantial, particularly if there are malicious or aggravating circumstances.

In case you missed it, or if you’d like to watch it again, take a look at the latest webinar from The People Department, ‘Managing People In A Virtual World’ – recorded live.

A Non Disclosure Agreement (“NDA”) or a confidentiality clause may be used by an employer to prevent an employee from disclosing information. Amid growing controversy in the use of NDAs in cases of criminal activity, sexual harassment, discrimination and whistleblowing, ACAS recently issued new guidance in the fair and proper use of such a document. This forms part of the Government’s response to the use of NDAs by businesses in discrimination cases.

When Leaders frequently ask for feedback from their teams, they gain a deeper perspective about themselves as Managers that others will also pick up on, enabling them to make improvements in the way they manage, motivate and lead their teams.  Giving and receiving feedback is a powerful behaviour that is critical for leaders to practice every day, but it becomes even more critical during times of change and disruption.

Many significant areas of employment law are based on EU law, such as working time rights and employee rights on the transfer of a business. After the UK leaves the EU, with or without a deal, EU employment law will be converted into UK law. Depending on the terms of any deal reached with the EU, workers’ rights under EU law should continue to apply during any transition period.

In the war for talent, it’s essential that you focus on attracting, developing and retaining talent your people.

In the war for talent, it’s essential that you focus on attracting, developing and retaining talent your people.

With over 89,000 financial services companies in the UK, in a sector that continues to see growth, the competition for talent is at an all time high.  In the financial advice arena where demand for services remains high, there are a large number of baby boomers looking to retire, alongside an increase in roles in compliance, paraplanning and Fintech.  All these factors are taking a toll on the candidate pool for quality Financial Advisers. 

 Bowls of fresh fruit and mindfulness sessions are becoming increasingly common in the workplace as employers try to promote the wellbeing of their staff. 

Vicarious liability is an indirect form of liability that can open the door for legal action against the employer for tortious (wrongful) acts done by the employee. 

Many businesses in the United Kingdom offer insurance benefits for employees in the event of their long-term or permanent incapacity during employment.