The UK Government has responded to the recent ‘Sexism in the City’ report by the House of Commons Treasury Select Committee (the “Report”).  Among various recommendations in the Report was an outright ban on the use of non-disclosure agreements (“NDAs“) in sexual harassment cases, but the Government has decided it will not

Last week the Government announced a consultation on proposed changes to the Transfer of Undertakings (Protection of Employment) Regulations 2006 (“TUPE”) to ensure that firms can be confident of their obligations during the process and take advantage of the new regulatory freedom since our departure from the European Union.  The consultation is open

This month, the latest instalment of annual increases relating to the minimum wage, the maximum claim amounts awarded in the Employment Tribunal and other statutory rates takes effect. We set out below the main rates and limits that employers should be aware of.

1. Increase in minimum wage

The national minimum wage increased from £10.42

The Worker Protection (Amendment of Equality Act 2010) Act 2023 (the “Act”) became law in England, Wales and Scotland on 26 October 2023, and will come into force in October 2024.

The Act, which introduces a positive legal duty on employers to take reasonable steps to protect their employees from sexual harassment at

On 8 November 2023, the Government published its much-anticipated response to key employment law consultations announced earlier this year. The consultations were focused primarily on areas of retained EU employment law where the Government “saw opportunities for improvements” following Brexit. This included reviewing elements of the Transfer of Undertakings (Protection of Employment) Regulations (“TUPE

In four decisions given on 13 September 2023, the French Supreme Court has created a big stir in the French HR world.  

Through an extensive interpretation of article 7 of EU directive 2003/88/CE of 4 November 2003, which provides that any employee should benefit from a global paid annual leave of at least four weeks

The US securities exchanges (NYSE and Nasdaq) recently introduced new rules requiring listed US companies to adopt policies that provide for clawback of incentive-based compensation in the event of a restatement of the company’s financial statements.

In this Legal Update, Mayer Brown’s Employment and Benefits Group discusses the impact of the new rules on companies