As the tentative next steps out of Covid are taken, what are the employment law challenges that need to be faced by employers and employees and what impact do these issues have on your advice?
Join our chair, Lindsey Cartwright of Morton Fraser and a panel of experts who will consider the following questions:
what are the existing legal protections for employees and how this might apply in Long Covid cases? How do you manage Long Covid in the workplace?
how often do we apply our minds to the provisions of Part 5 of the Equality Act - "personal offices", "appointments", "qualifications bodies" etc and what does case law say about these concepts?
what are the questions of trust, confidence and employee wellbeing that arise around employee surveillance?
redundancy – what are the latest cases and what is the impact of ACAS guidance?
how is 'strike-out' used and what other tribunal proceedings need further explanation?
why is workplace inclusion more important than ever and what does it actually mean?
We look forward to welcoming you to this important online conference.
What's being covered?
Long Covid and Employment Law: protections and obligations under the existing framework
In this session we will explore the existing legal protection for employees and how this might apply in Long Covid cases and consider the legal obligations on employers where a worker is suffering from Long Covid. In particular, we will look at whether Long Covid may be a disability under the Equality Act 2010 and whether there are any other equality issues which may arise. We will also discuss the practical challenges of managing Long Covid in the workplace, as well as some of the wider workforce implications.
Elise Turner, Morton Fraser
The importance of inclusion in the workplace
Workplace inclusion is about creating a culture where people feel value and accepted and means a happier and more productive work place. This talk will explore what workplace inclusion means, why it is more important than ever and will review recent case law dealing with an employer’s legal obligations in this area.
Debbie Fellows, Thorntons
Managing redundancies well
Jennifer Skeoch, Burness Paull
The Equality Act and its less well-known provisions….
Many of us are familiar with the basic tenets of employment law in Part 2 of the Equality Act, but how often do we apply our minds to the provisions Part 5 - "personal offices", "appointments", "qualifications bodies" etc. Here we will look at some of those concepts and explore some of the case law applicable to those less well-known provisions.
Lindsey Cartwright, Morton Fraser
Tribunal proceedings explained
David Hay, Westwater Advocates
Employee surveillance at work – where are we at?
The pandemic has increased flexible and remote working and led to new ways of working and consequently new ways of measuring work performance. Challenging questions arise around employers’ ability to monitor staff and to impose demands on staff working from home. Questions arise as to trust and confidence when monitoring technologies are deployed without employee knowledge or consent and how personal privacy is impacted. Evidently there can be expectations that employees who are spared a daily commute might work longer hours and challenging issues to address around express and implied contractual terms. There is also a wellbeing angle as to how employers discharge their duty of care to staff and how monitoring may impact that. This session shall explore developments and how existing legal principles may be applied to the changing landscape.