The concept of gross misconduct has often left employers feeling that there is no further option but to terminate the employment of the individual but is this always necessary and reasonable?
Changes to Pay, Compensation and Statutory Payments. New rates of pay and compensation from 6th April 2024. We recommend that you review and update internal…
Termination of actor’s role as gay character because of her belief that homosexuality was a sin was not religious belief discrimination….
Although it is not a legal requirement to have a Staff Handbook many employers do have a Handbook of some sort or other in order to provide guidance to staff..
Is it fair to dismiss someone for stealing a sandwich? A common disciplinary area that arises is when an employee is accused of alleged theft.
Tribunal finds University Professor was discriminated against because of gender critical philosophical beliefs. An Employment Tribunal recently found that…
Does a harassment claim transfer to a new employer? A recent Employment Appeal Tribunal case covers whether liability for harassment transfers under TUPE ..
What do employers need to consider about substance abuse?
An area where employers and managers feel out of there comfort zone is when faced with an employee who is under the influence of a substance.
The case of Mr A Finn v The British Bung Manufacturing Company Ltd confirmed that calling a man bald is no longer a mere insult/banter. Even if factually true..
Regardless of whether the allegations are serious, or the right to suspend is expressly included in the contract, employers need to pause to consider whether suspension is the right thing to do or if it can be avoided.
