Employment Snapshot: July 2024
Wednesday 31st July 2024
Welcome to the Employment Team’s latest update
This month we cover:
- ‘Fire and rehire’: The new Code comes into effect
- Merely “office banter” or sexual harassment?
- Employer held liable for victimisation where decision maker was influenced by others
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‘Fire and rehire’: The new Code comes into effect
The statutory Code of Practice on Dismissal and Re-engagement came into force as of 18 July 2024. The aim of the new Code is to ensure employers behave reasonably when looking to make changes to employees’ terms and conditions.
Merely “office banter” or sexual harassment?
An Employment Tribunal recently published its’ written reasons in the case of Bratt v JGQC Solicitors Limited, in which it was decided that a string of comments purported to be “banter” were in fact sexual harassment.
Employer held liable for victimisation where decision maker was influenced by others
The Employment Appeal Tribunal (‘EAT’) recently considered whether an employer can be held liable for whistleblowing detriment, where the decision maker had no personal knowledge of the employee’s protected disclosures made several years before his dismissal, but was influenced by others who did know about the complaint.
For more information on the topics, or any other general HR and employment matters, speak to a member of our team.
