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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 […]
A question that frequently arises when a person can no longer do their job for health reasons and moves to a “lesser” role, is whether their pay should continue as it was or drop to the rate for the new job. When there is disability in the picture, which is usually the case, the question […]
A recent case sheds some light on actions an employer could take, where an employee claims health and safety risks and is refusing to work. The first important point to mention is that the employee could only claim automatic unfair dismissal if he did not have the required length of service to bring an ordinary […]
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 […]
On Friday 19th February 2021, the Supreme Court finally handed down the judgment in the long running saga of Uber v Aslam & others. Our Employment Law team review why it’s a landmark case in relation to employment rights and worker status, and look at the implications for employers and businesses moving forward. Key Factors […]
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 […]
In the recent case of Lancaster & Duke Ltd v Wileman, the Employment Appeal Tribunal considered the interaction of statutory minimum notice periods and the extension of the effective date of termination. More specifically, the case considered whether an employee, who was dismissed for gross misconduct, could extend her length of service by the statutory […]
