Search
Call Us
Enquiry
Menu
In a situation of great uncertainty, employers need to focus on maintaining their employees’ trust and confidence by demonstrating effective leadership, following Government guidance and by acting reasonably in what is an unprecedented and evolving crisis. Continue reading →
Managing a sick employee’s return to work can be tricky. Any employers who fail to act fairly risk serious financial and reputational consequences. In this case, a company replaced a driver while he was on sick leave. They subsequently refused to allow him back to work, and as a result, were ordered to pay him substantial damages. Continue reading →
It is well established that employers can be held legally responsible for the misdeeds of their employees. But what about the misdeeds of self-employed subcontractors? The High Court addressed that tricky issue in a guideline case concerning a bricklayer who was viciously struck over the head with a scaffolding pole by a co-worker. Continue reading →
Trade unions play a vital and constructive role in thousands of workplaces. The law takes a hard line against those who display prejudice against activist workers. This was proven in the case of a shop steward and a gas engineer who was sacked after responding a minute late to a report of a gas leak. Continue reading →
Workplace disciplinary investigations require careful handling. Employers who fail to act fairly are likely to face financial consequences. That was certainly so in the case of a property manager who was ambushed at an investigatory meeting and left feeling like she had been subjected to a police interrogation.
Employers who are ignorant of the legal protections afforded to pregnant women and mothers in the workplace can expect to be penalised. A company that posted a P45 to a worker after learning of her pregnancy later learned the consequences as they were ordered to pay her more than £20,000 in damages. Continue reading →
The Equality and Human Rights Commission (EHRC) has launched new guidance which is designed to offer clarity on the law around non-disclosure agreements (NDAs). Continue reading →
The word ‘disabled’ may initially bring a person who is physically incapacitated to mind. However, the definition of the word in employment law terms is far broader than that. An Employment Tribunal (ET) made this point in a case which found that an unsuccessful job applicant’s anxiety and depression amounted to a disability. Continue reading →
The Office for National Statistics (ONS) has revealed that the gender pay gap among full-time employees has increased. Now standing at 8.9%, statistics reveal there has been a decline of only 0.6% since 2012. Continue reading →
Deciding on whether a worker is an ‘employee’ is both an ongoing and difficult question. This often depends on whether they can substitute someone else to do their job, as defined by the Equality Act 2010. That factor proved decisive in the case of an estate agency receptionist who claimed to have suffered discrimination. Continue reading →
