Indirect age discrimination is where a policy that is applied to all employees negatively affects people in a certain age group. An indirectly discriminatory policy can be justified if it is a proportionate means of achieving a legitimate aim
A protected disclosure is when a worker discloses information which they reasonably believe shows some sort of wrongdoing, such as a crime or breach of a legal obligation. The disclosure must be in the public interest, not for personal gain.
I am increasingly being asked, on a daily basis, for pointers about mental health and wellbeing and thought it would be helpful to answer a few of the most common questions that arise.
This week a bulletin crossed my desk from the HSE regarding Dichloromethane (DCM). This is a solvent used in many chemical processes, and on construction projects as an additive in adhesives and as a paint stripper.
Perception discrimination is where an employer discriminates against an employee because they think the employee has a protected characteristic, such as a disability.
There is a lot in the media about these binding ‘gagging clauses’. Settlement agreements are often used to resolve disputes between employer and employee.
The holiday season is upon us and the next instalment of ‘How to Calculate Holiday Pay’ continues with Flowers v East of England Ambulance Trust saga that arrived from the Court of Appeal.
Whilst this headline grabbed our attention yesterday, we were less surprised at the events that led to the contractor from Manchester being fined £20,000.
Whilst we no longer promote the idea that one asbestos fibre could kill you and recognise that this represents the fact that we do not know how much asbestos is required to cause mesothelioma, it is still accepted that the more fibres you breathe in the greater the risks to your health.
Is employee monitoring by artificial intelligence (AI) the way to boost productivity? Some UK businesses are using an AI package called Isaak to monitor employees at work