Freeman Mathis & Gary, LLP’s Post

Our latest legal blog outlines some of the key changes to UK employment law coming in during 2024 , including how you might need to change your working practices to comply with the law. This includes an overview of the following which have just come into force: - Employment Rights Regulations - Equality Act 2010 (Amendment) Regulations 2023 - National Insurance rates cut Plus new laws which come into effect during the year: - National Minimum/Living Wage changes - Employment Relations (Flexible Working) Act 2023 - Carer’s Leave Act 2023 - Protection from Redundancy (Pregnancy and Family Leave) Act 2023 - Employment (Allocation of Tips) Act 2023 - Worker Protection (Amendment of Equality Act 2010) Act 2023 - Workers (Predictable Terms and Conditions) Act 2023 Find out more: https://ow.ly/gqrq50QpwOT #EmploymentLaw

📢 Stay Informed: Recent Employment Law Updates! 📢 Are you aware of the latest changes to employment laws? 💭 April brings some crucial adjustments to the game, and we are here to help shed some light on what this means for you and your workforce. Here are the three key pieces of legislation you need to be aware of: 💼 Employment Rights (Flexible Working) Act 2023 👨⚕️ Carer’s Leave Act 2023 📚 Protection from Redundancy (Pregnancy and Family Leave) Act 2023 There seems to be one big focus - ensuring fairness and protection for workers. Think: closing gaps in pay and stamping out discrimination. It's all about creating a workplace where everyone feels valued and respected. So, what's the bottom line? Stay in the know and get ahead of the game. By keeping on top of these changes, you can keep your policies sharp, risks low, and your team happy and thriving. Want more employment advice? Get in touch with our team today on 01202 203155 📞 #EmploymentLaws #CompanyCulture #EmployeeWellbeing

Beginning June 18th, EEOC implemented the 2023 federal Pregnant Workers Fairness Act (PWFA). California employers must be aware that some of the federal provisions are different from California law. Notable differences from California law include accommodating temporary job function limitations and suspending essential job functions for up to 40 weeks. Employers may only request documentation for accommodations in reasonable circumstances. Legal challenges to the PWFA rule are ongoing, but it remains in effect in California. Employers should review and update policies to comply with state and federal law. More info in this California Chamber of Commerce post - https://lnkd.in/gQzCMKdJ #PregnantWorkersFairnessAct #EmploymentLaw #CaliforniaEmployers #WorkplaceAccommodations #CaliforniaLaw #LaborLaw

Big changes are on the horizon for employment law in India! Starting April 6, 2024, get ready for a workplace revolution with the introduction of new legislation designed to empower and protect workers. Introducing the Employment Rights (Flexible Working) Act 2023, Career’s Leave Act 2023, and Protection from Redundancy (Pregnancy and Family Leave) Act 2023. These updates promise more flexibility and enhanced protection for employees, reshaping how businesses manage their teams. Whether you’re balancing work and personal life, caring for loved ones, or navigating family responsibilities, these laws are here to support you. Stay informed and prepared with CorpBiz, your partner in navigating employment law changes. #EmpowermentAtWork #EmploymentLaw2024 #FlexibleWorking #FamilyFirst #WorkplaceInnovation

Staying current with new regulations can be challenging. Explore the ten essential steps for Pregnant Workers Fairness Act’s New Regulations (PWFA) compliance to ensure accommodation for pregnant employees. Remember, knowledge is power when navigating legal landscapes. The PWFA aims to require employers to provide accommodations for pregnant employees to continue working. Learn more about these regulations taking effect: https://lnkd.in/eKt8_NfR #EmployeeWellBeing

This article by my colleague Rebecca Stephens highlights the important ways in which the federal Pregnant Workers Fairness Act (PWFA) creates more stringent requirements that employers need to follow to accommodate an employee's or applicant’s pregnancy-related limitations. Often, California employers are able to assume that California employment laws are more stringent (and employee-protective) than federal law, but the PWFA is an exception. As Rebecca explains in the article, the EEOC’s implementing regulations explain that the definition of “limitation” will be construed more broadly than the definition of “disability” under the ADA or FEHA and may include “modest, minor, and/or episodic impediment[s] or problem[s].” Read the Farella Perspectives post by Chandra Andrade.

This article by my colleague Rebecca Stephens highlights the important ways in which the federal Pregnant Workers Fairness Act (PWFA) creates more stringent requirements that employers need to follow to accommodate an employee's or applicant’s pregnancy-related limitations. Often, California employers are able to assume that California employment laws are more stringent (and employee-protective) than federal law, but the PWFA is an exception. As Rebecca explains in the article, the EEOC’s implementing regulations explain that the definition of “limitation” will be construed more broadly than the definition of “disability” under the ADA or FEHA and may include “modest, minor, and/or episodic impediment[s] or problem[s].” Read the Farella Perspectives post by Chandra Andrade.

People | What are the practical implications for the workplace of this year's legislative changes in employment law? 2024 is a year of considerable legislative change in the employment law world. Join us on Wednesday 22 May for a roundtable breakfast event in our London offices, where we will be doing a deep dive into some of these changes, and the practical implications for the workplace. How will these new rights impact the employee proposition, and where might challenges arise? Our review will include discussion of: 🤰 Family leave and rights (carer’s leave, paternity leave, flexible working, redundancy and pregnancy protection) 🏢 TUPE changes ⛔ Protection from sexual harassment 👛 Changes to the pension regime 💼 Anticipated employment law changes with the UK general election on the horizon To register your interest: email deloittelegal@deloitte.co.uk with your name, company and any dietary requirements. #LegalInnovation #LegalServices #Deloitte #DeloitteLegal #UKEmpLaw

This article by my colleague Rebecca Stephens highlights the important ways in which the federal Pregnant Workers Fairness Act (PWFA) creates more stringent requirements that employers need to follow to accommodate an employee's or applicant’s pregnancy-related limitations. Often, California employers are able to assume that California employment laws are more stringent (and employee-protective) than federal law, but the PWFA is an exception. As Rebecca explains in the article, the EEOC’s implementing regulations explain that the definition of “limitation” will be construed more broadly than the definition of “disability” under the ADA or FEHA and may include “modest, minor, and/or episodic impediment[s] or problem[s].” Read the Farella Perspectives post by Chandra Andrade.

Check out more updates to Minnesota's employment laws and regulations summarized in the short blog post below!