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More medical professionals are now able to sign employees off sick
Since 1 April 2022, fit notes no longer need to be signed by a doctor. From 1 July 2022, further changes mean it is no longer just doctors who are able to issue them following medical assessment.
Neonatal leave back on the legislative agenda
With the absence of the Employment Bill from the Queen’s Speech 2022, many thought neonatal leave was no longer on the legislative agenda. Thanks to an SNP MP’s Private Members Bill, this is now not the case.
Featured case law
In Walters v The Active Learning Trust, the Employment Tribunal ruled that an employer’s attempts to control what an employee said on social media, on their own account and outside of working time, amounted to indirect discrimination and a curtailment of the employee’s free speech.
Virgin Atlantic lift tattoo ban
Virgin Atlantic have announced the lifting of their ban on employees displaying tattoos. The airline’s dress code update comes ahead of its next recruitment drive, where it hopes to attract more applicants by championing individuality and improve equality and diversity throughout the organisation.
A fifth of workplaces have no policies for LGBT+ staff, union finds
Figures also show just 1 in 8 employers monitor their LGBT+ pay gap, which currently stands at more than £6,000.
June was a busy month for HR news!
The change to fit notes will be welcome to employers as it will hopefully mean sickness absence procedures can run more efficiently with a faster response to fit note requests.
We’re glad to see the return of neonatal leave on the agenda, looking at proposals for a new leave and pay entitlement for parents of babies that require neonatal care after birth.
Walters v The Active Learning Trust highlights the importance of seeking advice before disciplining employees for posting on social media.
We predict many businesses will follow in the footsteps of Virgin Atlantic and update their dress code policies, we would always advise to tread with caution where any tattoo pertains to a personal/religious belief.
The shocking stat that 20% have no LGBTQIA+ policy could stem from a lack of understanding and education rather than ignorance from employers. Supportis can provide and bespoke LGBTQIA+ policies for your business to ensure inclusivity is at the forefront of your business culture.
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