Date updated: Thursday 28th January 2021
New guidance for shielding and protecting people who are Clinically Extremely Vulnerable
The National lockdown restrictions have now been in force since 4 January 2021. The Guidance on shielding and protecting people who are clinically extremely vulnerable from COVID-19 has subsequently been updated, and this replaces the previous guidance on shielding that was in place during the tiered system.
Pregnant employees in the workplace during Covid-19
Pregnant women are classed as Clinically Vulnerable, not Clinically Extremely Vulnerable, and therefore the CV guidelines should be followed for pregnant employees.
Can an employer force an employee to take the Covid-19 vaccine?
In essence, an employer cannot ‘compel’ an employee, legally, physically or otherwise, to get a vaccine.
We could anticipate that there are certain circumstances where it may be fair and justified for an employer to legitimately request an employee be vaccinated and to take action for refusal including disciplinary action and/or dismissal.
Trade Union Duty of Care to members in employment disputes
The case of Langley v Others has been heard in the High Court and has clarified the duty of care that Trade Unions owe to their members. They are required to exercise reasonable care and skill when providing a service to its member on employment related matters.
Court of Appeal decision highlights the importance of sponsor licence holders replying to Home Office requests - Topadar v Secretary of State for the Home Department (2020)
The Court of Appeal recently held that it was not procedurally unfair for the Home Office to refuse a visa application due to the applicant’s sponsor failing to provide additional information.
Image
Image
Image
Image
Image
