THSP Risk Management has added another yet another tick to our already comprehensive list of professional accreditations. We are now a recognised ILM provider, meaning that our programmes are officially recognised as Development Programmes.
Stop! Make a change is now half way through its two-week long campaign, finishing on Friday 27th April. Tying in with the 2018 theme, THSP Risk Management has taken this opportunity to encourage customers to make full use of site visits from our consultants and carry out tool-box talks with their team members.
Do you have a duty to make reasonable adjustments under the Equality Act 2010 for an employee who believes he has a disability when you have no such evidence?
The Supreme Court has decided that a head teacher, Ms Reilly was fairly dismissed for gross misconduct, for failing to disclose to her school’s governing authority the fact that she had a close relationship with a sex offender. The teacher argued that she was under no duty to disclose the relationship.
A redundancy arises when there is a reduction in the employer’s requirements for employees to carry out work of a particular kind. Sometimes an employee whose role is redundant can be redeployed into another role in the organisation.
From the 21st April 2018, Council Directive 89/686/EC will be replaced by Regulation (EU) 2016/425, relating to Personal Protective Equipment (PPE).
As an employer you may require your employees to work longer hours from time to time to meet business needs. If you have a disabled employee who cannot work these hours, you may have to make reasonable adjustments
Cancer is listed as a disability under the Equality Act 2010, providing sufferers from protection from discrimination. Employers must also make reasonable adjustments to a cancer sufferer’s job to remove any disadvantage they suffer as a result of their cancer.
12.5 million working days are lost each year as a result of Work-related Stress, costing the UK economy a staggering £5 billion in total. It is the second most commonly reported case of occupational ill health in the UK.
A woman who was paid 33 pence per hour as a domestic worker and was unaware of her right to the national minimum wage has been successful in her claim for constructive unfair dismissal under the Employment Rights Act 1996.