Best practice for employers
Neuro divergence and work
What should employers be considering with a neuro divergent workforce?
November 10, 2023
What should employers be considering with a neuro divergent workforce?
When can a heated discussion turn into constructive dismissal? Constructive unfair dismissal guidance from a recent Tribunal case…
ACAS released new guidance on reasonable adjustments at work for employees with mental health conditions. The guidance has been designed to support employers..
Was it disability discrimination to discipline a disabled employee for aggressive behaviour? No, held the Employment Appeal Tribunal …
When times are hard or we are busy it can be easy to let the fundamentals of fairness and equality slip and to think that we do not have the time or resources to dedicate to it. I would however argue that when times are hard, like a recession, it is even more important to uphold those values…
Employee asked to stop flatulating loses disability-related harassment claim. In the recent case of Mr Tarique Mohammed v Crown Prosecution Service 3323914/2016 and others, Mr Mohammed, a barrister employed by the CPS, was unsuccessful in arguing that he had been discriminated against..
Why should we obtain medical evidence if an employee has a medical condition? Problems can arise where an employee is off long term or has short persistent absence for the same reason. The reason for this is that the employee may have a disability under the Equality Act 2010..
We have all heard the expression “the customer is always right” and for many companies this lies at the cornerstone of their business. However, in the recent case of Mr G Hardy v Topps Tiles plc , the employment tribunal concluded that the employer took this approach too far …
In Stott v Ralli Ltd, the Employment Appeal Tribunal (EAT) recently considered whether an employment tribunal had made an error when it held that an employer’s decision to dismiss an employee on the basis of her poor performance was not an act of discrimination arising from the employee’s disability