As a rule, costs do not “follow the event” in employment tribunal cases, unlike in civil courts. This means that if you are successful in bringing or defending a claim, the tribunal will not generally make an order that your opponent pays your costs. However, costs orders can be made in certain circumstances.
Social media or internet use outside work may amount to misconduct and be a potentially fair reason for your employer to discipline you. If your conduct is sufficiently serious you could even be dismissed. The question of whether your use of social media outside work justifies disciplinary action (and possibly dismissal) by your employer is very fact specific.
If you have a concern or problem at work which cannot be resolved informally, you can choose to raise a formal grievance. Your employer should follow its grievance procedure which will mean investigating your grievance and providing you with an outcome. However, if you are unhappy with the outcome of the grievance, what should you do next?
I was delighted to help my client who had been subjected to gender reassignment discrimination at work. Read on for more information about my client’s story.
It is a concern of many people with health conditions that if they are obliged to disclose information about their health during the recruitment process, it may have a negative impact on their application and their chances of being selected for the role. Section 60 of the Equality Act 2010 addresses the problem of discrimination against disabled people in recruitment by imposing a general prohibition on employers from asking potential recruits questions about their health. There are however exceptions and an employer may be able to ask health questions for particular reasons.
I receive many enquiries from employees who are experiencing workplace problems and who are offered a Settlement Agreement as a way to resolve those problems and end the employment relationship. As an employee it can be difficult to know whether accepting a settlement is in your best interests and to know whether any financial offer is reasonable. I recently helped a client who was in just this situation. Read on for more information about my client’s story.
The Statutory Code of Practice on Dismissal and Re-engagement (more commonly known as the Code of Practice on Fire and Rehire) came into force on 18 July 2024. Read on for more information about the purpose and application of the Code.
I was delighted to help my client who had been subjected to victimisation and disability discrimination at work. Read on for more information about my client’s story.
Many people experience menopause symptoms whilst they are at work. Symptoms may impact upon an employee’s performance and workplace attitudes may negatively affect how and employee is treated. There are currently no menopause-specific employment laws. However, some existing laws, such as those relating to discrimination, may provide some protection to menopausal employees in some circumstances. In this blog I consider some of the employment law issues arising out of the menopause.