In today’s world, enabling employees and stakeholders to safely voice concerns through formal and informal channels – and having the infrastructure in place to hear and deal with those concerns – is a cornerstone of good governance, is at the heart of a healthy culture, and can help employers to mitigate the risks arising from workplace activism. Find out more about the importance of having suitable whistleblowing, speak up and listen up arrangements on our dedicated “ListenUp!” webpage.
The Linklaters Employment & Incentives practice is one of the strongest and most innovative players in the global market. Visit our dedicated web page to find out more about the team, our global coverage, and our expertise. If you would like to speak to one of the team directly, please do get in touch.
ESG in the broadest sense covers environmental, social and governance issues but consensus on details of the meaning can vary and public perceptions are changing rapidly. Our dedicated ESG team has a robust understanding of the regulatory and policy drivers of the market and experience across a wide range of sectors. Visit our ESG web page for more information.
Linklaters Diversity Faculty offers a full-service solution for your Diversity & Inclusion (D&I) priorities and objectives. Bringing together experts from our Legal, D&I, HR, Talent Management, Learning & Development and Social Impact teams, our Faculty provides you with the full suite of services to help you evolve your D&I strategy and create a workplace culture that reflects your organisation’s core values.
7th September 2021 //
By the time employment disputes reach the employment tribunal, the type of claims being heard do not always reflect the trends we are seeing in real time. This has particularly been the case during the past 18 months as the pandemic has impacted the way we work and how employers deal with, respond to and manage complex employment litigation and investigations.
In a recent publication by Corporate Disputes Magazine, Nicola Rabson, Judith Sutton and Laurie Ollivent discuss some of the key trends and developments in employment litigation and disputes, best practices for conducting investigations, and the key employment-related risks facing employers in the months ahead.
2nd September 2021 //
The last decade has seen an unrelenting focus on culture within financial services firms. Focus has now shifted to the role diversity and inclusion (D&I) play as an integral part of a healthy culture. As the regulators consider how to monitor and supervise firms in these areas, there is now a regulatory imperative for firms to manage and promote D&I effectively.
2nd September 2021 //
Workplace activism isn’t a new concept, but one which has been amplified in recent times by social movements and the circumstances of the Covid-19 pandemic. It is increasingly becoming a defining feature of the workplace. With a heightened awareness of workplace rights, along with changes in technologies, social media and workplace communication channels, employees can become activists within their workplaces very quickly.
12th August 2021 //
Menopausal women are the fastest growing working demographic in the UK, according to a recent Government report . Yet support for the potentially debilitating symptoms of the menopause is absent from many workplaces.
9th July 2021 //
The role of diversity and inclusion as key components of a healthy culture has moved to the fore in firms’ thinking about their culture, and this is mirrored in numerous speeches from the UK regulators and the publication this week of a joint Discussion Paper on diversity and inclusion in the financial sector.
8th July 2021 //
Business groups have called on the Government to implement a mandatory ethnicity pay gap reporting obligation.
6th July 2021 //
1st July 2021 //
Having recently returned to work after maternity leave, I’ve found the phrase 'going back to work' to be misleading and I believe the same can be said when using the phrase for other types of long-term absence. It suggests the employee is going back to the same job (not always the case), in the same environment (often not the case - especially at the moment), and in the same personal circumstances as before (rarely the case).
Going 'back' is not the right way to look at it. Then again, it isn't starting afresh either. Returners want to re-enter the workplace with the same level of goodwill and respect they held when they left.
So why is it important how we see a return to work? And how can employers better support employees on their return after long periods of absence?
28th June 2021 //
Tribunals do not require evidence in indirect sex discrimination claims that the childcare burden falls disproportionately on women, the EAT held in Dobson v North Cumbria NHS Trust.
