What should you consider when employing someone with a long-term health condition? Employers will be aware that they cannot ask a potential employee if they have any medical conditions when conducting the recruitment process..
In the recent case of Accattatis v Fortuna Group (London) Ltd, an Employment Tribunal ruled that it was not unfair to dismiss an employee who raised concerns about commuting during lockdown..
The crux of the matter was that the employee was dismissed for gross misconduct because the Employer became aware that he was visiting his local social club whilst off sick. The Employment Tribunal held that the decision to dismiss him was unfair for the reasons set out below.
In the case of Ulloa v Pridegreen Limited, the London Central Employment Tribunal had to decide if the employee, Ms Ulloa was underpaid wages and holiday pay whilst on furlough.
It was always anticipated that after Brexit there would be a shortage of people to work in many businesses in the UK, but with the pandemic, travel restrictions and increase in demand, the hospitality sector is really struggling with staffing.
An Employment Tribunal in the case of Khatun v Winn Solicitors Limited has recently decided that an employee was unfairly dismissed for refusing to agree to certain changes to her contract of employment which the employer said were required because of the COVID-19 pandemic.
You can now meet some friends and family indoors, as well as enjoy a drink in your local. It also means that people are allowed to travel abroad, and whilst the government is urging caution, some will not be able to wait to soak up some much-needed sunshine.
It is contrary to the Equality Act 2010 for employers to ask job applicants questions about their health before offering them employment. The reasoning for this is to avoid disability discrimination (whether consciously or unconsciously) in the recruitment process.
When an employee leaves without giving notice or short notice it is incredibly frustrating for an employer. Unfortunately, it is not an uncommon situation, and we are often asked by employers what, if anything, can be done about it.
Recently my colleagues and I, have received enquires where an employee has been dismissed for gross misconduct, where we did not consider the employee should have been dismissed for this reason.
