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Hannah Swift

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Hannah Swift is a senior associate in the Baker McKenzie employment department with over 14 years' experience in a broad range of employment law issues.

The position and safety of Muslims in civil society is once again the subject of debate as a result of Marine Le Pen’s recent proposal to ban the headscarf in all public spaces in France. Notwithstanding that Le Pen lost the election and with Ramadan underway, it is timely to explore the employment implications of Islamophobia in the workplace and practical steps employers can take to create a more inclusive and thriving working environment for their Muslim employees, to ensure they maintain their ’employer of choice’ status.

It’s clear that many businesses, governments and regulators have publicly recognised menopause as a health priority and started to take positive steps to break historic taboos and encourage support, particularly in the workplace. 64% of respondents to Part II of the recent Baker McKenzie Mind the Gap series confirmed that their organisation has implemented some form of menopause policy. 74% of those without such a policy plan to implement one within the next two years.

This series of ESG-focused thought leadership webinars will share insights and practical guidance for businesses considering what ESG means for them. Set out are details of our forthcoming demystifying ESG webinar series for 2022 including: regulations, executive pay, climate change, strategic initiatives and corporate responsibility.

In late July 2021, the UK Government set out a new strategy on disability inclusion with Boris Johnson claiming “Our new National Disability Strategy is a clear plan – from giving disabled people the best start in school to unlocking equal job opportunities, this strategy sets us on a path to improve their everyday lives.” In this article Baker McKenzie associates consider the employment aspects of the strategy and the legal implications of them. They also consider practical steps employers can take to better understand and address disability inclusion within the workplace.

The Black Lives Matter movement, accelerated by the murder of George Floyd, sparked a global awakening to racial disparities in society. Impassioned protests were promptly followed by donations to non-governmental organisations and corporate statements of allyship. Over nine months on from George Floyd’s death in May 2020, we explore what long-term impact this epiphany could have for employers, the workforce, and employment law.

In brief The Black Lives Matter movement, accelerated by the murder of George Floyd, sparked a global awakening to racial disparities in society. Impassioned protests were promptly followed by donations to non-governmental organisations and corporate statements of allyship. Over nine months on from George Floyd’s death in May 2020, we…

It has been estimated that in the UK, poor mental health costs employers up to GBP 45 billion per year. While not all mental health issues lead to sickness absences, employers are increasingly recognising the importance of mental well-being for productivity, broader employee engagement, and the need to promote an open culture that breaks down the taboo on the subject.

COVID-19 has brought these issues into even sharper focus, with new challenges to mental health as a result of the lockdown, furlough, and economic insecurity.