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The Repeal Bill, otherwise known as the European Union (Withdrawal) Bill was published last month, and the 66-page document confirmed that EU-derived legislation including the Working Time Directive, the General Data Protection Regulation (GDPR), and TUPE will continue to apply once the UK leaves the EU.

Secretary of State for Exiting the European Union, David Davis, said:

‘It is one of the most significant pieces of legislation that has ever passed through Parliament and is a major milestone in the process of our withdrawal from the European Union.  By working together, in the national interest, we can ensure we have a fully functioning legal system on the day we leave the European Union’.

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The Taylor Review was hotly anticipated, and the findings were finally published last month.

Commission by the Prime Minister back in October, the intention of the report was to take a look at how employment practices need to change in order to keep up with modern business models. It intended to address, amongst other things, employment rights in the gig economy, which is something that hasn’t been far from newspaper headlines over the past few years.

Since its publication, it’s come under some pretty heavy criticism. Jason Moyer-Lee, general secretary of the IWBG union said that it’s ‘wishy washy and full of fluff’. He raised issues with the panel involved in the compilation of the report, which is hardly surprising when you consider that a former Deliveroo investor played a role in its creation. He also picked holes in its legal accuracy, claiming that it’s full of errors.

But politically charged commentary aside, what does the Taylor Review mean for employers?

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There are some pretty weighty issues kicking around in the world of employment at the moment. We’re still in the dark about what will happen as a result of Brexit. No one really knows just yet how the new government will be assembled. But the temperatures have been hitting some pretty lofty heights recently, so there are more pressing issues on a lot of people’s minds…

Like what exactly you’re supposed to wear for work when the mercury is hitting 30 degrees.

If you impose a dress code on your employees? Then it’s worth considering whether it needs to be revised over the summer months. It’s the kind of thing that you won’t regularly give much thought to, but when the baking heat hits us, it’s the only thing that your staff can talk about.

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We appear to be right in the middle of a heat wave here in the UK, and there’s no telling how long it’s likely to last. In fact, you often can’t even rely on the weathermen to give you an accurate outlook, so it’s just a case of enjoying it while you can, or if you’re very typically British, hoping and praying that it ends soon.

But there are a couple of things that you CAN guarantee when the temperatures start to soar….

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You don’t need us to tell you that the summer period is peak season for staff members wanting to take some time out of the office. The kids are soon to be off school, people are thinking about a few weeks in the sun, and the holiday requests start to come rolling in.

All business owners know that it’s essential to have a robust policy in place to manage leave requests and ensure that they’re handled fairly and efficiently, so you can fulfill your duties as a responsible and fair employer, and also make sure that organisational requirements and targets are being fulfilled.

But what happens when you’re forced to decline a request for leave, and then the employee in question fails to turn up for work anyway? The initial reaction might be to think that they’re taking the proverbial Michael, and that it’s time to roll out your usual disciplinary procedures. In some cases, that might indeed be appropriate. Let’s not jump to conclusions though. Take a step back, and look at the full picture.

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