2022 Seminar Programme
Further events will be scheduled throughout the year but for now please find the details below for our events on 6 April 2022 and
Wednesday 6 April 2022 – 11am – Employment Law update 2022
Join us at this event where we will explore and advise on the yearly update to Employment Law, including what to look out for in the coming year. This will include both updates to case law and legislation that will be relevant.
Wednesday 4th May 2022 – 11am – Managing Employees with under 2 years’ service
We will be delivering a seminar which considers how to manage an employee with under two years’ service when concerns arise, and the risks of potential litigation involved when this is not managed correctly. This will include considering claims that can be pursed when an employee does not have two-years continuous employment and how to avoid these.
The seminar program is now in full swing and links the all the events can be found on our website:
In the News
| COVID-19: SSP Rebate Scheme Reintroduced
The Statutory Sick Pay Rebate Scheme was reintroduced on 14 January 2022.
This scheme allows employers with fewer than 250 employees (as of 30 November 2021) to apply for a reimbursement of up to two weeks’ of SSP for each eligible employee that has taken a period of sickness absence due to COVID-19 since 21 December 2021.
This scheme will be available for COVID-19 related absences until 17 March 2022 and employers will have until 24 March 2022 to submit applications for reimbursement for this period.
https://www.legislation.gov.uk/uksi/2022/176/made
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| Employment Tribunal: Increase to Award Limits
From 6 April 2022, tribunal awards and other statutory payments will increase.
In relation to awards for unfair dismissal claims, the increased award limits will apply only where the effective date of termination falls on or after 6 April 2022.
The new maximum basic award for unfair dismissal will increase to £6,959 and the new maximum compensatory award for unfair dismissal will increase to £93,878.00.
https://www.legislation.gov.uk/uksi/2022/182/contents/made
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| Should Employers treat Long-COVID as a Disability?
The Equality and Human Rights Commission has suggested that employees who have long-COVID symptoms should be treated as though they have a disability for the purposes of the Equality Act 2010. This is to avoid the possibility of employers breaching legislation which affords their staff protection from discrimination.
The symptoms of long-COVID are known to cause cognitive difficulties and fatigue which may affect the performance of an employee at work. It is difficult to assess whether this condition will be classed as a disability due to the variation of symptoms and fluctuation in their severity. These factors may result in the condition failing to satisfy the legal definition of a disability, but until a decision is reached it would be best practice for employers to be cautious in their approach to managing employees with long-COVID.
https://www.acas.org.uk/long-covid/whether-long-covid-is-treated-as-a-disability
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LINK from Chadwick Lawrence
We are excited to announce that our commercial retainer package, LINK, has officially launched!
In a world where commercial agreements are at the heart of every businesses, Link from Chadwick Lawrence gives clients the clarity and protection they require to strengthen their business.
Our team of legally qualified advisors have a wealth of experience in reviewing, drafting and negotiating a wide range of commercial agreements.
We know that two businesses are never the same, so that’s why we have developed a flexible commercial retainer that allows you to pick and choose the exact elements that you require as a completely bespoke package, but can offer the following services:
- A review of their commercial contracts.
- Drafting/amending commercial contracts.
- Commercial review of their terms and conditions.
- Unlimited telephone advice relating to their commercial contracts.
- Personal invitations to exclusive networking opportunities.
- A bi-monthly updated newsletter.
Get in touch
To get in touch, please email employmentHub@chadlaw.co.uk to see how we can advise you
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