Many avid Tweeters may have noticed the trending hashtag and posts this week around Self-Care Week 2020.

Many of those who were hoping to travel abroad for a summer holiday had their hopes dashed at the weekend, as announcements were made that anyone returning from Spain would be required to spend two weeks in quarantine. 

Earlier this week Twitter announced that it would allow some employees to work from home permanently, with their Head of Human Resources acknowledging that the company’s way of work would “probably never be the same again”.

As we usher in a new year, and in this case a new decade, many of us will be contemplating new years’ resolutions, typically to improve our health and well-being and represent a new fresh start. 

The devastating news of the closure of Thomas Cook has dominated the headlines this week and all of us feel deeply saddened for affected staff members and holiday makers alike, many of whom are still stranded with questions remaining about what, if any, redress could be available to them.

Unlimited holiday allowance for employees has become a badge of honour amongst companies in Silicon Valley in recent years, with businesses such as Netflix and Virgin first establishing this novel concept. It has been associated with industries like tech and advertising, however recent times have seen a small but steady increase in UK based employers choosing to add this “perk” in order to attract new talent and reward loyal employees, even in more mainstream businesses.

  Belfast today is thriving. It has hard to drive through the city centre on any day of the week without seeing a cyclist on their way to deliver food and courier vans are never far away, delivering packages from all over the world to the doorsteps every day.

Last week’s Golden Globe Awards were dominated by the sexual harassment scandal that has engulfed Hollywood, with many actresses and actors choosing to wear black as a sign of solidarity with victims of sexual abuse and harassment. “Time’s Up” has become the slogan, and hashtag on social media, encapsulating the reaction to recent revelations about extensive sexual abuse and harassment in the entertainment industry.

Where an employer directly or indirectly discriminates against an employee on the grounds of age, this will be unlawful unless the employer can objectively justify the discrimination.

  The University and College Union has won a case against the University of Ulster over its failure to consult on redundancies, securing the maximum award for the 143 ex-staff members involved.

From 1st April 2016, all workers aged 25 and over are now legally entitled to at least £7.20 per hour as the new “National Living Wage” came into effect with the implementation of The National Minimum Wage (Amendment) Regulations 2016.

  Most new mothers are entitled to take 26 weeks Ordinary Maternity Leave (which includes the 2 weeks compulsory maternity leave) and 26 weeks Additional Maternity Leave.  Therefore, in total, a mother can take up to a maximum of 52 weeks maternity leave which is known as Statutory Maternity Leave.

The European Court of Human Rights has held in the case of Barbulescu v Romania that there is no violation of an employee's right to respect for private life and correspondence for sending private messages during working hours.

As the festive season fast approaches, many employers and employees look forward to enjoying a Christmas dinner with colleagues…at the expense of the boss! Most parties pass off without incident, (perhaps the odd blush) but others can have dramatic consequences which not only sour the party mood but can jeopardise an employee’s livelihood.

The right to request flexible working has changed. Since April 2015, all employees, (with the exception of agency workers) with 26 weeks continuous service can make a flexible working request. Previously, this right was confined to employees who had children or those who had caring responsibilities. The right has now been extended!

Belfast Chamber of Trade & Commerce is to host an Employment Law Workshop in partnership with Francis Hanna & Co Solicitors.

Is it unfair to dismiss an employee for comments made on Facebook which he claimed were untrue? In the case of British Waterways Board v Smith it was held that it was not unfair to dismiss an employee for making derogatory comments about managers and work on Facebook, despite the employee’s claim that the comments were untrue.  

In the case of Munn v Chemtest Ireland Ltd, the claimant was dismissed on the 28th July 2014, some 7 months after he started working for the respondent.

Court was busier than usual this morning as crowds awaited the decision of Gareth Lee v Ashers Baking Company, a case that had attracted significant attention and most certainly divided opinion.