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.
Employer obligation to make reasonable adjustments. In a recent survey it has been established that employers are not forthcoming or proactive in assessing …
The rates for the national minimum wage from April 2024 have been announced and there is one major change that employers need to note…
What should employers be considering with a neuro divergent workforce?
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..
Change to the law: Right to predictable working pattern. Workers will be able to request a predictable work pattern from 2024
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…
The right to receive payment in respect of accrued untaken holiday only applies upon an employee’s termination of employment, however, arising.
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