Katie Harris-Wright

May 16, 2024 | greene-greene.com | Katie Harris-Wright |Laura Watts |Angharad Owen

‘Fire and rehire’ is a shorthand term used for the practice of dismissing and re-engaging employees, a process carried out when an employer wants to make changes to an employee’s terms and conditions of employment but can’t agree those changes with the employee.

Jan 29, 2024 | greene-greene.com | Katie Harris-Wright |Selene Holden |Tim Mendes |Emma Alfieri

The subject of our January coffee and catch-up webinar was redundancy, and we discussed our top tips, as well as updating delegates on recent developments. Thank you to all those who joined us, and for those who were unable to attend we have set out a summary of our top 5 redundancy tips below. Please note that this discussion related to a standard redundancy process.

Jan 3, 2024 | greene-greene.com | Selene Holden |Tim Mendes |Katie Harris-Wright

We appreciate that it’s difficult to keep up with the various changes being implemented. As such, we’ve briefly summarised some of the key changes below. Flexible Working: The Flexible Working (Amendment) Regulations 2023 remove the requirement for an employee to have been continuously employed for a period of at least 26 weeks to be entitled to make a flexible working request. From 6th April 2024,  it will become a day one right that an employee will be able to make a flexible working request.

Jan 3, 2024 | greene-greene.com | Katie Harris-Wright |Tim Mendes |Greg Jones |Selene Holden

In Joseph de Bank Haycocks v ADP RPO UK Limited (2023), the Employment Appeal Tribunal (EAT) considered a redundancy consultation process (non-collective) and held that a failure to consult with the workforce at a formative stage rendered the dismissal unfair. FactsThe Claimant worked as a recruitment consultant for ADP Ltd. He was part of a team of sixteen employees who carried out recruitment for an investment bank.

Jan 3, 2024 | greene-greene.com | Greg Jones |Tim Mendes |Angharad Owen |Katie Harris-Wright

Following recommendations from the Women and Equalities Committee and the Equality and Human Right Commission, the Government has introduced a mandatory duty on employers to prevent sexual harassment in the workplace. received Royal Assent on 26th October 2023, and is likely to come into force in late October 2024. The Act introduces a new legal duty for employers to take “reasonable steps” to prevent the sexual harassment of employees (regardless of gender) in the course of their employment.