Third party harassment can happen in the workplace when someone other than the employer harasses the employee. This might include patients, customers or visitors.
We all find it difficult to switch off from technology. Work email being accessible on phones has blurred the lines between home and the office. Companies worried about these blurred lines are taking steps to stop employees from working outside work hours.
Hot on the back of the #MeToo movement, the Equality and Human Rights Commission (EHRC) has published some non-statutory guidance on the use of confidentiality or non-disclosure agreements in discrimination cases.
This once taboo topic has been high profile lately. Half of the population will go through the menopause and yet it has historically been off limits as a discussion topic.
Remote working, communication technologies and social media can all blur the lines between home and work, professional and personal lives. With many colleagues also ‘friends’ online, inappropriate conduct on social media can easily have consequences in the workplace.
Secret recordings of meetings by an employee can be admissible evidence in cases if the tribunal thinks it is relevant. However, secretly recording a meeting might amount to misconduct, depending on the employer’s rules.
If an employee wins their unfair dismissal claim, a tribunal can order compensation.
Discrimination arising from disability is where an employer treats an employee less favourably because of ‘something’ which results from their disability, and which can’t be justified.
The government has published its draft Social Security Benefits Up-rating Order 2019. From the 1st April 2019, most social security payments, such as maternity, sick and parental payments increase along with the minimum wage.
Is an employer liable for a drunken assault which happens after a work party has finished? Sometimes, said the Court of Appeal in Bellman v Northampton Recruitment. Mr Major was managing director of Northampton Recruitment.