BUSINESS LEGAL EMPLOYMENT LAW
News Categories
- Hours and Pay (12)
- Information and Consultation (12)
- Dismissals (17)
- Discrimination and Redundancy (17)
News Archive
News & Articles
New guidance on avoiding and resolving workplace disputes06/05/2010
Employers will welcome updated guidance on alternative ways to resolve workplace disputes, including mediation, before they escalate to the point where they end up in an employment tribunal.
Employers preparing for overhaul of discrimination law
06/05/2010
Employers are assessing the likely impact of the new Equality Bill due this autumn - which will significantly extend discrimination law - on their practices, policies and procedures.
Revised CIPD guidance on dismissal
06/05/2010
Employers will welcome revised guidance on the issues surrounding the dismissal of employees.
Case law: bogus job applications cannot give rise to age discrimination claims
06/05/2010
Employers will welcome a recent decision confirming that job applications must be genuine for any possibility of age discrimination claims to arise.
Employer's change from one non-discriminatory policy to another is fine
06/05/2010
A recent Employment Appeals Tribunal ruling allows employers to change from one non-discriminatory policy to another, even if the new policy is less generous to those of a particular gender, age, race, etc.
New guidance on preventing workplace harassment and violence
06/05/2010
Businesses will welcome new guidance designed to help them comply with their legal obligations to prevent harassment and violence in the workplace.
Another reason for employers not to use the 'young' word
06/05/2010
An employer who circulated an internal memo that used the words 'younger, entrepreneurial' to profile a job vacancy has lost an age discrimination claim.
Case law: pregnant worker not automatically entitled to risk assessment
06/05/2010
Employers will welcome guidance on when a risk assessment should be carried out for a pregnant worker, given in a recent ruling.
Case law: disability rights for 'associative' discrimination confirmed
06/05/2010
Employers need to take note of a recent decision which confirms that someone caring for a disabled person has rights under the discrimination legislation.
Case law: requirement for male employee to cut long hair was not sex discrimination
06/05/2010
Employers will welcome a recent court decision that clarifies an aspect of the sex discrimination rules.
Case confirms that damages against employers can include 'stigma loss'
06/05/2010
The Court of Appeal has confirmed that a dismissed employee's damages can include compensation for 'stigma loss' where making their claim may deter future employers from offering them a job.
New online service launched to help employers dealing with a serial litigant
06/05/2010
Help is at hand for employers who suspect that someone making a claim against them may be a serial litigant.
Case law: dismissal for gross misconduct will be unlawful if employer does not act promptly
06/05/2010
Employers must start disciplinary action promptly, or expressly reserve the right to, even if the employee is off sick, following a recent Court of Appeal ruling.
When complaints by outsiders can justify dismissal of an employee
06/05/2010
Two recent decisions have given employers guidance on when they can dismiss an employee because of pressure from third parties.
Volunteers not protected by disability discrimination law
06/05/2010
A recent case means that volunteers are unable to claim disability discrimination, as workers without a contract of employment are not covered.
Case law: periods of impairment can be added together for disability discrimination purposes
06/05/2010
Employers need to be aware that an employee who suffers two different impairments, each lasting for less than 12 months but together lasting for more than 12 months, is protected by the disability discrimination rules, following a recent ruling.
Age Discrimination
01/01/2010
The Court of Appeal have recently held that requiring an employee approaching retirement age to hold a degree in order to qualify for a higher pay grade did not amount to indirect age discrimination.
