In each edition of Check-In we will explore the latest developments in Employment law and their importance to the Hotel, Hospitality & Leisure sector. In this edition, we will look at, among other topics:
This is the big news for hospitality employers in the UK. The Employment (Allocation of Tips) Act 2023 received Royal Assent on 2 May 2023. In our article, we explore what the Act means for employers within the hotels, hospitality and leisure sector and what steps they should be taking.
Headlines over recent months have been dominated by large scale, global restructuring processes. Many organisations within the hotels, hospitality and leisure sector are reorganising, restructuring or reducing their headcount, amongst other measures, in order to streamline operating costs and improve profitability in light of the prevailing economic headwinds.
In our article, we discuss some of the key considerations for employers when restructuring against the clock, including: (1) collective consultation obligations; (2) employee communications; and (3) what happens to employees in insolvency situations.
Read our full article here
The whistleblowing framework in the UK largely consists of the Public Interest Disclosure Act 1998 (“PIDA”). Although considered pioneering at the time, the prevailing view in recent years is that the 25-year-old PIDA and wider whistleblowing framework no longer reflect the modern workplace or international best practice.
Our article examines the UK whistleblowing framework as it stands, the reforms that are likely to occur following a recently announced government review, the effects of proposed changes on employers and how best to prepare for these.
Read our full article here
There has been a spate of activity in recent months which has implications for the UK hotels, hospitality and leisure sector. The key changes are summarised below, and you can see our additional analysis on these here.
There are several recent decisions which are likely to be of particular interest to employers in the hotels, hospitality and leisure sectors. Click here for further analysis of these cases.
In this indirect sex discrimination case, the Employment Appeal Tribunal (“EAT”) held that the Respondent employer’s requirement for fully flexible shift working was a potentially discriminatory provision, criterion or practice (“PCP”) that applied to the Claimant employee even though she did not return to work under the relevant arrangement and even though the requirement was ultimately reversed.
In this case, the Employment Appeal Tribunal (“EAT”) found that an Employment Tribunal (“ET”) was entitled to dismiss the Claimant’s claims of discrimination because of something arising from disability under section 15 of the Equality Act 2010 (the “Act”) where the Claimant’s disabilities had no effect on the aggressive behaviours for which he was disciplined.
In this case, the Employment Appeal Tribunal (“EAT”) held that an Employment Tribunal (“ET”) erred in law when determining that an individual was not disabled under the Equality Act 2010 (the “Act”) by focusing on the likely impact of dismissal on the individual's anxiety when assessing whether the effect of the anxiety was long-term.
The EU Whistleblowing Directive requires companies to put internal reporting channels in place where confidentiality of the whistleblower will be ensured. It also requires Member States to put external reporting channels in place. Member States must implement legislation obliging all companies with 50 or more workers to: (i) put in place appropriate reporting channels to enable those workers to report breaches of EU law; and (ii) ensure that those making whistleblowing reports are legally protected against retaliation for having done so. All processing of personal data in connection with whistleblower reports and investigations must be compliant with GDPR. A number of EU countries have now passed legislation to comply with the Directive.
Each Member State will implement the Directive in its own way and there will be local variations. That’s why we have created the following implementation tracker, which shows progress towards implementation and summarises some of the key aspects of the local implementing legislation and allows for comparison by topic.
For more information, see our resources available here.