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A supervisor tasked with implementing a safe system of work had been automatically unfairly dismissed for the friction generated with colleagues by his “over-zealous” implementation of the system and the demoralising effect upon the workforce. The reaction to his health and safety activities could not be properly separated from the activities themselves.

Countries around the globe are facing unprecedented and rapid change due to the COVID-19 pandemic. The Government Intervention Schemes Guide provides a summary of key government intervention measures across jurisdictions around the globe in relation to: Foreign Investment Restrictions, Debt, Equity, Taxation, Insolvency, EU State Aid Approvals, where relevant.

From 17 May 2021, the temporary adjustments introduced to the right to work check due to COVID-19 will be ending. When conducting the right to work check, employers must again check the prescribed documents that are set out in the right to work checks: an employer’s guide. Employers can no longer accept scanned copies or photos of the original documents and must be in possession of the original documents when conducting the right to work check.

With COVID-19 vaccinations finally here, organizations looking to protect their workforces and promote business continuity must navigate a fast-evolving framework of national protocols and regulatory regimes. An increasing number of jurisdictions across the globe are publishing guidelines and legislation governing the legal and practical aspects of workplace vaccination programs.

Consumer and employee activism and political pressure at both the global and national levels were combining to force ESG (Environmental, Social and Governance) issues to the top of the board’s and management’s agenda. Having a clear corporate purpose was becoming essential. On 15 April 2021, partners from across Baker McKenzie recrded a webinar on ESG and Litigation Risks, as part of the Demystifying ESG Webinar Series.

The UK Supreme Court has confirmed that Asda retail employees (who are nearly all women) can continue their claim for equal pay as compared to Asda’s distribution centre employees (who are nearly all men). The fact that they worked exclusively at different sites did not prevent the comparison. The decision removes one potential hurdle for claimants in equal pay litigation.