A monthly checklist from Atom Content Marketing highlighting new and pending laws, regulations, codes of practice and rulings that could have an impact on your business.
Employers providing non-cash alternatives to salary under a salary sacrifice scheme, such as childcare vouchers, may be able to discontinue them during ordinary maternity leave, following a recent ruling.
Businesses and other organisations should monitor the Internet for third party registrations of domain names that are identical or similar to their own trading, brand and other names, as they may be entitled to bring immediate ‘passing off’ actions against those third parties.
Businesses giving notice pursuant to provisions in commercial agreements should ensure they follow those provisions to the letter, or risk the notice being invalid, a recent ruling makes clear.
Businesses and other organisations will welcome new online resources in plain English from the Equality and Human Rights Commission on how to avoid discrimination when advertising jobs or services.
The annual review of the maximum compensation that can be awarded in unfair dismissal and other cases sees an increase in the awards from 6 April.
All business organisations and senior officers should ensure they have adequate procedures to prevent bribery by ‘associated persons’ on their behalf, or risk being criminally liable, after the first conviction for ‘failure to prevent bribery’.
Trade mark and other intellectual property owners whose rights are being infringed on third party websites should consider applying for blocking orders against relevant Internet Service Providers to block the infringing website, following a recent ruling.
Employers should make clear to employees what they can and cannot do when ‘acting about their employer’s business’, as they can be held liable if employees behave badly or abusively.
New national minimum wage rates for 1 October 2016 have been announced by the Government.
Employers should carry out reasonable investigations, and have a genuine and reasonable belief there has been dishonesty, before dismissing an employee for lying about or exaggerating an illness or injury, a ruling makes clear.
Disclaimer: These publications from Atom Content Marketing are for general guidance only, for businesses in the United Kingdom governed by the laws of England. Atom Content Marketing, expert contributors and ICAEW (as distributor) disclaim all liability for any errors or omissions.