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The official authorities have established several action plans including fiscal support measures to help micro, small and medium enterprises (MSMEs) counter the negative repercussions of COVID-19. In this regard, the purpose of this research is to critically assess the recent fiscal policies endeavoured by the Mauritian authorities in response to COVID-19, to assess the awareness and perception of some local MSMEs of these initiatives, to investigate the extent to which these MSMEs have benefited from them and also, to suggest recommendations to the Mauritian authorities on how to enhance the existing framework to ensure sustainable and equitable development.

This study has adopted both the quantitative and qualitative research methods. Primary data were obtained by conducting a survey of some Mauritian MSMEs, and secondary data were obtained by referring to laws and policy papers on the research topic. Some statistical tests were performed using SPSS software on the primary data to illustrate the research findings.

Despite the laudable initiatives, the survey conducted for this research demonstrates that MSMEs in Mauritius have a moderate awareness of these fiscal support measures. Furthermore, upon being asked whether they have availed of these tax incentives, again a moderate mean average was derived which implies that not all MSMEs have fully benefited from fiscal support to help them in countering the negative effects of COVID-19.

At present, this study will be amongst the first academic writings on the effectiveness of the fiscal measures undertaken by the Mauritian authorities to deal with issues entailed by the COVID-19. The study is carried out with the aim of combining a large amount of empirical, theoretical, and factual information that can be of use to various stakeholders and not only to academics.

In the wake of the COVID-19 health crisis, destinations are facing the challenging task of reopening their borders while keeping resident population safe. Destination communities help to flatten the infection curve while tourists contribute to spread the virus. This chapter explores the impacts of a health crisis on stakeholders' emotional solidarity and support for tourism. Twenty-six semi-structured interviews were conducted with different stakeholders. Findings show that informants who perceive socioeconomic tourism benefits are likely to support it in exchange for appropriate health measures. Others affected sociopsychologically by the pandemic feel negative emotional solidarity toward foreign tourists. Thus, delineating the role of a health crisis becomes a crucial research question that can contribute to academic understanding of support for tourism. As uncertainty over border reopening currently affects 24% countries worldwide, these findings can be relevant to policymakers.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Most countries around the world base their old‐age pension programs largely on the pay‐as‐you‐go defined benefit (PAYGO DB) model. However, due to a number of factors including population aging, the maturing of these schemes, rapidly increasing old‐age pension costs, and the perceived need to become more competitive in international markets, many nations have become increasingly concerned about the present (or projected future) economic burden of paying for the pension benefits promised by these schemes. This concern has led policy makers to look for alternative models. One of the most innovative alternatives to emerge during the past ten years is the notional defined contribution (NDC) model. In this article we describe this model and discuss some of the implications of a shift to this model for women and low‐wage workers. We conclude that in the industrial nations women and low‐wage workers are likely to do less well with schemes based all or in part on the NDC model because such schemes are typically designed to be less redistributive (from higher to lower income groups) than the PAYGO DB schemes they will be replacing. However, in developing countries the reverse will often be true as the NDC schemes are likely to be replacing PAYGO DB schemes that tend to redistribute from low‐income groups to higher income groups. Relative to funded DC schemes a major advantage of the NDC model is that it does not subject individual pension benefits to the volatility of financial markets. This issue is relevant to workers in both developed and developing nations, but it is a particularly important consideration in developing nations.

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.