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Government launches consultation on ethnicity and disability pay gap reporting

Adrian Fryer

The Government’s flagship Employment Rights Bill has, quite rightly, been the focus of employment law commentators since it was first announced last July. However, it wasn’t the only proposed employment legislation referenced in the King’s Speech. The Government also used the King’s Speech to announce its intention to bring forward the Equality (Race and Disability) Bill, introducing a requirement for large employers (those with 250 or more employees) to report on ethnicity and disability pay gaps. It has now launched a consultation seeking views on how it should be implemented.

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Court of Appeal agrees with EAT that Ofsted inspector dismissed for brushing water off a child’s head was unfairly dismissed

Adrian Fryer

The recent Court of Appeal judgment in Hewston v Ofsted serves as a reminder to employers of the importance of using policies to set clear workplace standards. It also shows that, if an act isn’t misconduct, an employer cannot throw other factors (such as reputational damage and a lack of ‘insight’) into the mix to bump it up. In this case, the Claimant, an experienced Ofsted inspector with a clean disciplinary record, was summarily dismissed after touching a pupil’s forehead and shoulder to remove rainwater.

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Government provides clarity on the future of Statutory Sick Pay

Adrian Fryer

Statutory Sick Pay (SSP) is the amount payable by employers when an employee is absent from work due to sickness. It is currently set at a flat rate of £118.75 (from 6th April 2025). There are certain eligibility requirements, including the fact that SSP is not currently payable during the first three days of absence, known as ‘waiting days’ and that those earning below the Lower Earnings Limit (LEL) – £125 per week – were not eligible.

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Where employer believes (in error) that employee has resigned the ‘dismissal’ might be fair for SOSR

Adrian Fryer

The employment relationship can generally come to an end in one of two ways: resignation by the employee or dismissal by the employer. But what happens when wires get crossed? Where the employer genuinely believes that the employee has resigned and acts on that resignation – but they haven’t actually resigned. This point was addressed by the Employment Appeal Tribunal in the recent case of Korpysa v Impact Recruitment Services.

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