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So far Hannah Durham has created 5 blog entries.

Coronavirus Job Retention Scheme (CJRS) “Furlough scheme” Update


The Furlough Scheme has been extended until 31st March 2021. As of 1st November 2020, Employers can claim 80% of an employee’s usual salary for hours not worked up to a maximum of £2500 a month. This percentage however may be reviewed for February and March 2021. The 30th November 2020 is the last day employers can submit or change claims for periods ending on or before 31st October 2020 and claims for Furlough pay for days in November 2020 must by submitted by no later than 14th December 2020. For periods of furlough from 1st November 2020 onwards, [...]

Coronavirus Job Retention Scheme (CJRS) “Furlough scheme” Update2020-11-17T11:19:46+00:00

Deputy District Judge Appointment


SDM Legal are pleased to announce that Martin Stafford has recently been appointed as a Deputy District Judge on the Northern Circuit. This is a Part Time Appointment and Martin will continue his day to day role with SDM Legal on a full time basis. SDM Legal are delighted at Martin’s success in being appointed to this role which is testament to his litigation knowledge.

Deputy District Judge Appointment2020-11-17T11:08:22+00:00

Covid-19 Employment Law Updates


The Government's Coronavirus Job Retention Scheme portal is expected to open towards the end of April 2020 meaning that employers will soon be able to claim back furloughed employees' wages. With this in mind, we thought we'd clarify the current position on some of the FAQs we are being asked by employers: What is covered?/ What can I reclaim? Employers can reclaim up to 80% of their Furloughed employees' gross salaries up to a limit of £2,500 plus employer NI contributions and minimum auto-enrolment pension contributions. This 80% does not include non-monetary benefits i.e. health insurance. Which businesses are eligible for [...]

Covid-19 Employment Law Updates2020-04-06T16:05:25+00:00

Is Veganism a ‘belief’ protected by the Equality Act?


Religion or belief is one of the nine ‘protected characteristics’ covered by the Equality Act 2010. This means that you are protected from being discriminated against (predominantly by your employer) as a result of your religion or belief. ‘Belief’ is defined under the Equality Act as “any religious or philosophical belief”. It appears that the intention of the draftsman was not to incorporate veganism as a philosophical belief. In 2009 when the final draft of the Code of Practice from the Equality and Human Rights Commission was produced (required to be considered by Tribunals in Equality Act cases) veganism was removed [...]

Is Veganism a ‘belief’ protected by the Equality Act?2019-05-01T19:35:30+00:00

2019 – Year of the Equal Pay clean-up?


Despite its unobjectifiable obviousness in the modern day, Equal Pay has been a topic under the glare of the employment law spotlight for some time and something the public have become increasingly passionate about. As an employment lawyer, it would be nice to believe that the public were as interested in employment statistics and reform as we are. However the far more plausible explanation is that modern day transparency, the #MeToo campaign and the Harvey Weinstein scandal have kickstarted the much-needed motivation in order to achieve meaningful change. It was less than a year ago that employers were made by [...]

2019 – Year of the Equal Pay clean-up?2019-05-01T19:36:51+00:00
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