Motor Industry - Employment Law Bulletin
Legal Updates for the Retail Motor Industry
In the last update we looked at potential changes this year and speculated how “events” can sometimes throw a Government off its legislative agenda. How right we were. It remains to be seen now whether all of the proposed developments in 2022 will take place, or whether the Ukraine crisis might provide a delay to some of the proposals.
As we begin 2022, we thought (as well as digressing to look at a recent case on employment status) that we would look forward to employment law changes that are anticipated in 2022. As readers of this bulletin will be aware, Covid-19 has led to a relative freeze in legislative development as the Government’s time has been taken with the pandemic. We therefore look at what changes we could anticipate in 2022 and beyond.
As regular readers of this update will be aware, the Covid crisis over the last couple of years has had two major impacts on UK employment law. Firstly, it has created whole new areas of advice, for example in understanding the intricacies of furlough, interpreting the ever-changing guidance for employers during the crisis and in dealing with long Covid. Secondly, however, it has absorbed all the Government’s time and has led to the statute books being relatively quiet. There is no change to that this season, so we are looking at some case law updates.
Thankfully the warmer months have now arrived; and with most of the coronavirus restrictions now having been lifted across the UK, fingers crossed that this summer will be a little more enjoyable than last. In this quarterly update we take a look at the Government’s updated guidance following the latest lifting of restrictions in England (separate rules are being applied in Scotland and Wales). We go on to look at some interesting case law relating to loss of earnings awards in discrimination claims; and gender-critical beliefs in the workplace.
With the successful rollout of the vaccine programme and the government having published a roadmap for the lifting of the current coronavirus restrictions, hopefully the return to a more normal way of life is on the horizon. The impact of the pandemic on business has not however gone away and will continue to present challenges in the workplace for some time to come.
While these dark days continue, and all our clients look forward with hope to full re-opening (at some point in 2021) we write again with our quarterly update of Employment Law developments. We bring you news on some updates to furlough and we then go on to look at an interesting case on disability discrimination and comparators. Finally, we look forward to some of the anticipated changes in 2021.
Over the summer we paused our quarterly update to focus instead on regular Coronavirus and furlough updates (and goodness, there were an awful lot)! We are now returning to our quarterly updates, albeit with the inevitable focus in employment law changes enforced by the virus. In this update we are going to look at the latest briefing from the Treasury on the new Job Support Scheme (JSS) replacing the CJRS (the furlough scheme) from 31st October onwards, before turning our attention to some changes to Tribunal procedures brought about by the Coronavirus.