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.
New Sexual Harassment Laws. The new law, contained in the Worker Protection (Amendment of Equality Act 2010) Act 2023, will come into force in October 2024.
Employer wins employment tribunal claim following incorrect expenses claims made by an ex-employee. An interesting case hit the news headlines last week..
When can a heated discussion turn into constructive dismissal? Constructive unfair dismissal guidance from a recent Tribunal case…
Is it indirect discrimination to dismiss an employee for refusing to work weekends? Mrs Dobson V Cumbria Partnership NHS Foundation Trust [2023] 5 WLUK 624…
In a recent case of Love v M B Farm Produce Ltd ET/2304946/2022, the Employment Tribunal held that an employee’s entitlement to a statutory redundancy payment cannot be restored where they change their mind after unreasonably refusing to accept an offer of alternative employment.
How should employers handle a situation with misconduct at work?
When an employer has been made aware of a potential misconduct issue, it is common to consider that an immediate invite to a disciplinary hearing and/or immediate dismissal, is the most appropriate action to take.
When it comes to dealing with disciplinary investigations it can be very daunting, especially if it’s the first time you have been responsible …
We will often undertake the disciplinary investigation and produce a report for employers. In situations where they want someone independent from the business
While employers have an implied duty to provide a safe working environment, the absence of a legal definition of bullying means that employers find it difficult
