Tribunal

The recent case of Mallon v AECOM Limited demonstrates that an employer does not need to know the specifics of a disabled applicant’s disability, or the difficulties it poses, for the duty to consider reasonable adjustments to apply. The Claimant, Mr Mallon, applied for a post with AECOM Limited (the Respondent). The Respondent’s recruitment process […]

There is nothing we can do to prevent Employment Tribunal claims being made, and there is unfortunately an unavoidable cost for the employer in defending any such claims.  Even if the employer / the Respondent is successful in defending the claim, it is very rare that they will be able to recover their costs, unless […]

Updated 08/02/2023 Resignations, ill health capability, misconduct, redundancy, any of these reasons can lead to the employee or employer giving notice to the other. It is important to ensure notice expectations for both parties are clearly set out in the main statement of terms and conditions at the start of employment, so when the time […]

In a recently heard Tribunal case, Mr A Finn v The British Bung Manufacturing Company Ltd and Mr J King: 1803764/2021, it has been held that calling a man bald amounts to sexual (or sex related) harassment, in breach of the Equality Act 2010. In this case, the Claimant, an electrician, had been employed for […]

The Covid-19 pandemic has thrown up many workplace conflict scenarios where the parameters of what it is permissible for an employer to do are blurred, due in no small part to there being no relevant case law providing guidance. However, Employment Tribunal cases arising from Covid-19 related dismissals last year are now coming through to […]

In a recent employment tribunal case, an employer has been found guilty of failing to make temporary reasonable adjustments for a disabled employee, which, as a result, cost the employer in excess of £75,000 in an employment tribunal award. Employers have a legal duty under Equality Act 2010 (s.20) to make reasonable adjustments for disabled […]