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Employers around the world are facing similar challenges, dealing with government-mandated shutdowns, school closures, sick and self-isolating employees, homeworking arrangements, and drops in productivity and demand. This post highlights some of the UK-specific developments in employment law.

As the consequences of COVID-19 and the economic downturn are being more widely felt, employers are increasingly forced to confront tough choices with respect to reduced schedules, employee furloughs and reductions in force.

An increasing number of employers have made their workforces remote in response to the developing COVID-19 situation…

A growing number of public figures, including CEOs, have tested positive for COVID-19. Since the duties and responsibilities of a CEO often include being the face of the company and meeting with other executives who are, in turn, the faces of their companies, the potential for exposure is obvious.

This week, OSHA released new guidance for employers, giving recommendations on how to reduce worker exposure to coronavirus in the face of the COVID-19 situation – a situation that the World Health Organization has now labeled a “pandemic.”

Over the last two months, we have seen two new “Joint Employer” rules issued, the first in January, when the Department of Labor issued a new joint employer rule for Fair Labor Standards Act (FLSA) cases, previously discussed here.

Although the risk of exposure to the Coronavirus (or “Covid-19”) within most U.S. workplaces is uncertain, employers should nonetheless evaluate their emergency preparedness plans in response to the potential threat.

Non-disclosure agreements (“NDAs”) can play a key component in encouraging American businesses to hire personnel, entrust them with valuable or confidential information, enter into joint ventures with other companies and resolve disputes in a mutually agreeable way (to name only a few scenarios).

The general duty clause of the Occupational Safety and Health Act requires employers to provide a workplace which is “free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employee.”

Last week, we talked here about some new challenges for New York employers in the new year, and how New York was in the running to supersede California as the toughest state for employers. Alas…

Last week, the Department of Labor issued a new, final rule defining the test needed to determine joint employment status under the Fair Labor Standards Act (FLSA). The rule narrows the factors which…

We have said this before and we will say again: New York is definitely in the running to supersede California as the most challenging state for employers. New York has implemented new requirements…