It was time for the final piece of the business puzzle: recruitment. Buddy and Chip had the workshop, the supplies and the licenses they needed. But it would all be redundant if they didn’t have a talented workforce behind them.

Last week, the UK Government responded to consultations on retained EU employment laws, seeking improvements post-Brexit.

A recent first instance Tribunal case has emphasized the importance of consistency of treatment amongst staff, as well as suggesting that a social media policy can be important when seeking to regulate non work-related messages.

You may have seen in the press recently that the Government has announced that the ‘triple lock’ for State Pensions in 2022/23 will become a ‘double lock’. What does this mean for pensioners?

An employer who argued that it had taken ‘all reasonable steps’ to prevent harassment by providing training to its employees, failed on the basis that the training had become ‘stale’.

The London-based business, which has 5,000 employees, failed to properly enrol a number of its staff into the company pension scheme and made incorrect contributions for others…. and then failed to heed a penalty notice issued by TPR.

Currently, going on holiday is a little bit like a rubbish lucky dip – will we be able to go? If we can’t, will we get our money back? If we can, will some new restrictions come in part-way through the break meaning we have to quarantine on our return?

One of the biggest headaches for employers is managing the company’s annual leave.

The tricky task however is ensuring that whilst some employees are on annual leave, you’re left with enough people to carry out the day to day activities of the company, and that no real problems arise because staff are away.

With all the uncertainty currently, the government has given businesses and individuals some welcome relief by postponing the IR35 (otherwise known as off payroll working) extension to medium and large companies in the private sector from 6 April 2020 to 6 April 2021.