In the last edition of 2024, we look at the steps employers should take to prevent harassment of their staff at festive events, tips for developing a neuroinclusive workplace, protected conversations and the new Data (Use and Access) Bill.
- Have a happy, not harassed christmas!
- Top tips for developing a neuroinclusive workplace
- Protected conversations: Productive or perilous?
- Legislative update: The Data (Use and Access) Bill
We also have included our usual HR Bullets – which cover other significant employment law updates from the past month.
HR Bullets
- The EAT has held that an Employment Tribunal erred by reading additional words into S.121 of the Equality Act 2010 to enable the claimant, a serving member of the armed forces, to bring a complaint of sex discrimination about decisions made within the statutory service complaints process available to members of the armed forces; Ministry of Defence v Mrs Anne Rubery [2024] EAT 165
- The EAT has opened the door to protection from whistleblowing detriment under s47B ERA 1996, being extended to cover charity trustees, on the basis that the question of whether they are ‘workers’ should be read alongside Articles 10 and 4 EHRC. This is a decision that could have far-reaching implications for the charity sector.; MacLennan v British Psychological Society [2024] EAT 166
- The Court of Appeal addressed the principles governing the fairness of non-statutory redundancy consultations and emphasised that redundancy consultation requirements should be assessed based on established legal principles and on a case-by-case basis; ADP RPO UK Ltd v Haycocks [2024] EWCA Civ 1291
- The EAT confirmed a woman eligible for protections under Regulation 10 of the Maternity and Parental Leave Regulations will not be entitled to be offered a job role if the job roles are staying the same and the redundancy process will decide which roles will become redundant; Hunter v Carnival Plc [2024] EAT 167