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Soaring unemployment in the aftermath of COVID-19, on top of an existing backlog, has seen the highest level of employment tribunal claims in ten years. A person bringing an employment tribunal claim will now have to wait 14 months to have their case resolved, with while a quarter of people
A significant ruling has recently been published in the case of Asda workers claiming equal pay rights. The Supreme Court ruling The Supreme Court have deemed that the (predominantly female) retail workers can compare themselves to their (predominantly male) counterparts working in the distribution centres, even though these are separate
According to the Health and Safety Executive (HSE), “Anyone engaging contractors has health and safety responsibilities, both for the contractors and anyone else that could be affected by their activities.” This article shows how a Principal Contractor can be prosecuted for the failings on Health & Safety of any of
The Government’s coronavirus (COVID-19) workplace testing scheme will be widened in the coming weeks, and so eligible employers must register their interest by 12 April. Why you should test your workforce Around 1 in 3 people who have COVID-19 are reported not to have any symptoms and so spread the
This interesting case shows how a seemingly basic task could have ended in fatal consequences due to the employer not correctly risk assessing the work being undertaken and also the workers allowing the unsafe work to continue without raising concerns. Falls from height remain one of the most common causes
It is reported that depression, which is just one form of mental ill health, is the second leading cause of disability worldwide. The Office for National Statistics reported that stress, depression or anxiety accounted for 54% of all working days lost due to ill health. Mental health can have a
Bullying and harassment in the workplace continues to be a topic which employers can always learn from as part of a continuous aim to protect their employees from harm and to promote dignity and respect in the workplace for all. Currently Buckingham Palace has a high profile employment issue with
In this article with accompanying webinar recording, we look back over some of 2020’s key interesting employment tribunal cases, as well as consider how UK employment will be impacted by Brexit. UK Employment Law 2021 and Beyond How leaving the EU impacts UK legislation When the UK was a member
M Gallacher vs Abellio Scotrail Ltd – An exceptional fair dismissal A fair dismissal requires a proper procedure to be followed, and the decision to dismiss to fall within the band of reasonable responses. However, in the employment tribunal case Gallacher vs Abellio Scotrail Ltd, an exception was made given
Working Time Regulations – Travel Time A group of home care providers were ordered to pay more than £100,000 in backdated earnings, equating to around £10,000 per employee, which was the equivalent of 9 months full time work at the national minimum wage and holiday pay rates because of a
Redundancy Consultation Deciding the threshold for when collective consultation is triggered: Case UQ v Marclean Technologies SLU looks at when the threshold exists for when collective redundancy consultation is triggered. In this case, UQ was dismissed on the grounds of redundancy, however the company then made a further 36 redundancies
Marital Status Discrimination Bacon v Advanced Fire Solutions Ltd and Ellis: Less favourable treatment after announcing divorce was marital status discrimination Mrs Bacon’s husband joined the organisation after Mrs Bacon, but both went on to take up Director roles. In 2017, Mrs Bacon informed Mr Bacon of her wish to
The following interesting health and safety case shows how even the biggest employers and well-respected companies that we all use still have difficulty in checking, maintaining and making their equipment safe. This accident could have been far worse and could have resulted in the worker not only losing their arm
Unfair Dismissal Chemcem Scotland Ltd v Ure: Unfair Dismissal? This is a case looking at whether an employee’s failure to return to work after maternity leave was a constructive unfair dismissal following repudiatory acts. In constructive dismissal claims, a contract is not automatically terminated by an employer’s repudiatory breach. For
Religious Belief Discrimination Mrs. K Higgs vs Farmor’s School: Employer successfully defends Religious Belief Discrimination claim Mrs. K Higgs, employed in a school, was dismissed for having posted on her private Facebook account, her own views criticizing the teaching of LGBT relationships in primary schools. The school had been made
Pregnancy Discrimination Ms K Wright vs Coupland Cavendish Ltd Ms K Wright was employed as an administrator and was dismissed after one week of employment because she suffered from pregnancy related hyperemesis, causing nausea, and vomiting. This led to her having two separate days off sick. The reason for the
Disability Discrimination Record £4.7m to bank worker bullied over disability In Royal Bank of Scotland plc v AB a bank worker has been successful in bringing a disability discrimination claim by being awarded more than £4.7 million after being made to feel “worthless” and “unsupported” by her colleagues and subjected
Unfair Dismissal and Disability Miss S J Austin vs The Leeds Teaching Hospital NHS Trust A hospital secretary has been found to have been unfairly dismissed and discriminated against on the grounds of disability for repeatedly checking her own medical record. The tribunal found that the Hospital Trust did not
The UK have 3 months until the reform of the IR35 legislation. It had originally been due to come into force back in April 2020, but the Government pushed it back a year to 6 April 2021. Whilst we must continue to respond to Covid-19 challenges as well as prepare
This guidance article will help you to consider health and safety in your workplace; because of the size and complexity of the relevant legislation, it can only provide the basic facts and is therefore not exhaustive. Some regulations apply to all workplaces: others are specific to industries with known hazards.
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