In these circumstances, it may be the case that, subject to a full assessment of the specific facts of the case, an employee may have claims of Unfair Dismissal and / or Age Discrimination. Please read on for more information.
You can raise a grievance in either situation but whether and how your employer (or former employer) responds to the grievance may be different depending on whether you are still employed or not.
It is important for all Claimants to have a realistic understanding of the value of their Employment Tribunal claim and how the Employment Tribunal will assess their potential compensation.
This blog considers the specific claim of Unfair Dismissal and how compensation is calculated by the Employment Tribunal.
The Equality Act 2010 defines disability as a physical or mental impairment which has a substantial and long-term adverse effect on the disabled person’s ability to carry out normal day-to-day activities. ADHD (attention deficit hyperactivity disorder) can encompass many symptoms, with the type and severity of symptoms varying according to the individual. If you do have ADHD symptoms, you may meet the definition of disability under the Equality Act 2010.
At Lincs Law, we are often contacted by employees who are facing disciplinary action because they have allegedly touched a colleague at a work event. These employees are often shocked when they are told their actions outside of the office could amount to discrimination. In this blog, we provide a summary answer to the above questions.
I recently acted for a client facing allegations of gross misconduct in disciplinary proceedings. This blog explains how I was able to support my client with those employment issues.
I recently concluded a very lengthy Employment Tribunal Claim for my client and was delighted to receive a positive Five Star Review. For more information read on…
Whenever I am contacted by an employee who has been invited to a Disciplinary Hearing, one of the first questions I ask is have they received the Disciplinary Pack. This is a crucial component of any Disciplinary Procedure, but not all employees are aware of this important element. This blog looks at what a Disciplinary Pack is.
During the COVID-19 pandemic, many employees began homeworking or hybrid working (working partly in the office and partly at home). This worked well for many employers and employees alike. After the pandemic, the trend towards homeworking and hybrid working continued but more recently there has been a shift towards employers asking its employees to spend more time in the office. If this has happened to you, you may wish to know whether your employer can compel you to return to the office if you do not want to return.