Employment Bulletin - January 2018

In this edition of the bulletin:

  • Changes to headteacher recruitment
  • Apprenticeship targets for Academy Trusts
  • Recruiting job applicants who you think might be disabled in the future
  • Can an employer aggregate shorter rest breaks to meet the Working Time Regulations?
  • Referring to without prejudice/protected conversations
Changes to headteacher recruitment

In December 2017, the DfE published new guidance entitled ‘Recruiting a headteacher’ which can be found here. It replaces the previous guidance entitled ‘A guide to recruiting and selecting a new headteacher’ published in 2012.

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Apprenticeship targets for Academy Trusts

The Department for Education (“DfE”) has recently confirmed that academy trusts are subject to the Public Sector Apprenticeship Targets Regulations 2017. This is largely a technical change, but the key point to note is that certain academy trusts are required to have the ‘target’ number of apprentices begin to work for it.

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Recruiting job applicants who you think might be disabled in the future

While many employers are mindful not to discriminate during the interview process, it is also important to be aware that rejecting an applicant because a condition could become a disability in the future will also be direct discrimination.

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Can an employer aggregate shorter rest breaks to meet the Working Time Regulations?

The recent case of Crawford v Network Rail Infrastructure Ltd has clarified whether employers can allow workers to take several shorter breaks rather than one longer break.

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Referring to without prejudice/protected conversations

Where there is a dispute, and parties hold ‘without prejudice’ conversations in a genuine attempt to settle it, the law states that these discussions cannot be referred to or relied upon in court. Without prejudice effectively ‘protects’ what the parties said during these conversations.

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The law and practice referred to in this article or webinar has been paraphrased or summarised. It might not be up-to-date with changes in the law and we do not guarantee the accuracy of any information provided at the time of reading. It should not be construed or relied upon as legal advice in relation to a specific set of circumstances.

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