Employment Snapshot: May 2024
Thursday 30th May 2024
Welcome to the Employment Team’s latest update
This month we cover:
- The difference between ’without prejudice’ correspondence and ’protected conversations’ when approaching a settlement;
- The employment status of a volunteer; and,
- The new right to request a more predictable working pattern.
Scroll down to learn more…
Approaching a settlement – ’without prejudice’ correspondence and ’protected conversations’ – what’s the difference?
Many employers are familiar with the concepts of ‘without prejudice’ and ‘protected conversations’ as a means to facilitate exit negotiations with employees. However, both terms are frequently used incorrectly.
To avoid the risk of businesses unwittingly using the wrong terms and leaving themselves exposed, we have set out their differences.
The employment status of a volunteer
In the recent Employment Appeal Tribunal (EAT) ruling of Groom v Maritime and Coastguard Agency, it was held that an Employment Tribunal (ET) erred in failing to find that a volunteer for the coastal rescue service was a worker when undertaking remunerated activities.
On the horizon – The new right to request a more predictable working pattern
The Workers (Predictable Terms and Conditions) Act 2023 was given royal assent on 18 September 2023 and creates a new statutory right for certain workers to request a more predictable working pattern. It is important for employers to be aware of the changes that are expected to come into force this September 2024.
For more information on the topics, or any other general HR and employment matters, speak to a member of our team.
