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.
If you have a successful claim for discrimination in the employment tribunal you may be entitled to compensation for injury to feelings. Read on for more information about what injury to feelings means and what may be awarded.
If you are facing disciplinary action you may look to resign before you are subject to any disciplinary sanction such as a written warning or, worse, dismissal. However, your employer can try to continue with disciplinary proceedings, even after you have resigned and your employment has ended.
I was delighted to help my client settle their constructive unfair dismissal claim. Read on for more information about my client’s story.