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Mar 12, 2024 | 
mondaq.com | Oliver Moreton |Ben Rouse
The UK Government has laid draft sets of Regulations before
Parliament which are due to come into force on March 8, 2024, and
will make changes to the current statutory paternity leave
scheme.
These changes were anticipated, following the Government's Response to the consultation
that it commenced in July 2019 about high-level options for
reforming parental leave with a view to achieving greater equality
in parenting and at work.
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Mar 4, 2024 | 
jdsupra.com | Oliver Moreton |Ben Rouse
The UK Government has laid draft sets of Regulations before Parliament which are due to come into force on March 8, 2024, and will make changes to the current statutory paternity leave scheme. These changes were anticipated, following the Government’s Response to the consultation that it commenced in July 2019 about high-level options for reforming parental leave with a view to achieving greater equality in parenting and at work.
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Mar 1, 2024 | 
littler.com | Oliver Moreton |Ben Rouse
The UK Government has laid draft sets of Regulations before Parliament which are due to come into force on March 8, 2024, and will make changes to the current statutory paternity leave scheme. These changes were anticipated, following the Government’s Response to the consultation that it commenced in July 2019 about high-level options for reforming parental leave with a view to achieving greater equality in parenting and at work.
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Jan 26, 2024 | 
mondaq.com | Daniel Pollard |Oliver Moreton
The United States is not the only country currently debating a
reform to the law on non-competes. Notably, the UK Government has
announced legislation that would limit the duration of non-competes
to a period of 3 months after termination of employment.
Multi-national employers will want to understand the extent to
which these developments mark the start of a global trend.
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Jan 22, 2024 | 
jdsupra.com | Oliver Moreton |Daniel Pollard
The US is not the only country currently debating a reform to the law on non-competes (see here in relation to federal law and New York). Notably, the UK Government has announced legislation that would limit the duration of non-competes to a period of 3 months after termination of employment.
Please see full publication below for more information.
Download PDF
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Dec 10, 2023 | 
mondaq.com | Ben Rouse |Oliver Moreton
In a reassuring decision for employers, the UK High Court has
confirmed that an employer's use of a contractual provision to
claw back an employee's bonus was lawful. The ruling in
Steel v Spencer Road LLP provides helpful guidance on the
circumstances in which a bonus clawback will not constitute a
restraint of trade, though employers should be mindful that not all
such provisions will be enforceable.
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Dec 7, 2023 | 
jdsupra.com | Oliver Moreton
On May 10, 2023, the UK government announced its intention to limit the duration of non-compete restrictions in employment contracts to three months. This was part of a package of measures announced to boost the productivity of British businesses. Despite the initial flurry of speculation about what this meant for UK employers, there is still no sign of the draft legislation that will introduce this new three-month limit.
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Dec 7, 2023 | 
mondaq.com | Oliver Moreton
On May 10, 2023, the UK government announced its intention to
limit the duration of non-compete restrictions in employment
contracts to three months. This was part of a package of measures
announced to boost the productivity of British businesses. Despite
the initial flurry of speculation about what this meant for UK
employers, there is still no sign of the draft legislation that
will introduce this new three-month limit.
-
Dec 6, 2023 | 
jdsupra.com | Oliver Moreton |Ben Rouse
In a reassuring decision for employers, the UK High Court has confirmed that an employer’s use of a contractual provision to claw back an employee’s bonus was lawful. The ruling in Steel v Spencer Road LLP provides helpful guidance on the circumstances in which a bonus clawback will not constitute a restraint of trade, though employers should be mindful that not all such provisions will be enforceable.
-
Dec 5, 2023 | 
littler.com | Ben Rouse |Oliver Moreton
In a reassuring decision for employers, the UK High Court has confirmed that an employer’s use of a contractual provision to claw back an employee’s bonus was lawful. The ruling in Steel v Spencer Road LLP provides helpful guidance on the circumstances in which a bonus clawback will not constitute a restraint of trade, though employers should be mindful that not all such provisions will be enforceable.
