I was delighted to help my client in their claims for constructive unfair dismissal and disability discrimination against their former employer in the Employment Tribunal. Read on for more information about my client’s story.
Employees have a number of rights when facing redundancy. These rights may be statutory or contractual, individual or collective. Some rights will require a qualifying period (i.e. the need to have been employed for a certain length of time), whilst others will not. If you’re in a redundancy situation, read on for more information about your general rights.
In response to the Covid-19 pandemic, many employers introduced flexible working practices such as homeworking and hybrid working. You may be among the many employees who have wished to continue to work flexibly, particularly if you are a working parent. A statutory scheme for flexible working already existed, but last year the government launched a flexible working consultation “Making flexible working the default”, recognising that there is no ‘one size fits all’ approach for flexible working. This week the government published its response to the legislation. Read on for more information on the existing regime and the proposed legislative changes.
Although there is no standalone claim for bullying in the workplace, bullying could give rise to other employment law claims, depending on the circumstances.
I was contacted this week by an employee who wanted advice on pursuing an unfair dismissal claim against her former employer. Although she’d worked for the employer for around three years overall, she’d left the employer after two years before returning about three months later. In her particular circumstances this break broke her continuity of service and meant she was unable to pursue an ordinary unfair dismissal claim. Not all breaks in service however break continuity. Read on for more information about the importance of continuous employment and what events break and do not break continuity.
World Mental Health Day was on 10 October 2022. It aimed to raise awareness of mental health and for mental health problems to be treated in the same way as physical health. Many of us suffer with stress or mental health illness at times in our lives and sometimes this is caused by, or can affect, our work. Employers have a general duty to ensure, so far as reasonably practicable, the health, safety and welfare at work of all of their employees, which includes not only our physical health but our mental health too. In this blog I consider the management of work-related stress and mental health issues of work, the potential for either stress or mental ill health to amount to a disability and when a claim against your employer may arise.
It is very common for employers to set a probationary period for new employees as a way to assess employees during the first few months of their employment. If you are subject to a probationary period and your employer considers that you do not meet the required standards, your employer may terminate, with notice, your employment contract. Whether you are able to challenge your employer’s decision to terminate will depend upon a number of factors.
Long Covid as a condition is difficult to define and as symptoms can vary it is not clear whether all cases of long Covid will meet the legal definition of disability.
Employers are under a duty to make reasonable adjustments to help disabled job applications, employees and even former employees in certain circumstances.