Yesterday’s Court of Appeal decision should serve to remind all employees (and employers) of the importance of lodging claims, responses and appeals in good time before a time limit expires and to take account of possible glitches at the point of submitting documents could lead to claims being out of time. Read on for more about this important case.
If you have been sacked and are worried that all is lost, read this post to see how I recently achieved another reinstatement result for an unfairly dismissed client.
Clients frequently ask about the difference between unfair dismissal and constructive dismissal. Read on for more about these types of claim at the Employment Tribunal.
We understand that clients are concerned about the cost of legal advice when they are considering an Employment Tribunal claim. However, many don’t take into account how much “free employment law advice” could cost them. This post gives examples of when free employment law advice could have cost our clients dearly.
Just before Christmas I helped a lovely client recover another 50% on top of the ‘generous’ compensation he had been offered in a Settlement Agreement from his employer. Read on to find out why you should never just sign your Settlement Agreement and why the right advice can get achieve really positive results.
The Equality Act 2010 makes it unlawful to discriminate against employees, job applicants and other workers such as agency workers and contractors. With school leavers and graduates competing with an ageing population who want or need to work longer, employers face an increasing risk of claims of age discrimination being brought against them by people who believe their job prospects have been adversely affected because of their age. In this blog I set out the basic principles of age discrimination, the main areas in which they are likely to affect employment practices and how employers can avoid falling foul of the law.
Many disabled people are unsure of their rights at work and what help their employer is obliged to give them. This post seeks to provide information to anyone who thinks they may be suffering disability discrimination at work.
We will be closing the office for the Christmas holidays on Friday 21 December 2018 at 1.00pm and re-opening on 2nd January 2019 at 8.30am. To clients past, present and future, we thank you for your support in 2018 and look forward to working with you in the new year.
Christmas Parties and the immediate aftermath can cause chaos within the workplace. I’m sure at some point in our working life, we have all heard rumours about colleagues getting tipsy and making inappropriate passes at colleagues. This may all be taken in good humour and for the most part I think we can agree that Christmas Parties can be great fun. However, at this time of year, employees must remember that their actions, even at a Christmas Party, could give rise to very serious repercussions. Similarly, employers should give appropriate guidance to staff who attend work functions. Read my blog to find out more.