Sometimes things don’t go well with an employee. They may not perform well, their behaviour may not be up to scratch or they may just not be a ‘fit’ for your business.
Employees who are whistleblowers have protection from dismissal and detriment (being treated badly) because they blew that whistle on their employers.
Do you use fixed term contracts? If you do, you might think that as long as you comply with the regulations which protect fixed term workers all will be fine. That’s not always the case, as the NHS Trust in Surrey found out.
An employee who refused to do work after suffering a discriminatory demotion has lost his court case. Mr Rochford was Senior Vice President of a WNS Global Services. He was off work for a year with a back condition (which was a disability).
As an employer you must be careful not to discriminate against someone because they have a disability. However, what about someone who has a medical condition which isn’t severe enough to amount to a disability under the law?
When the weather gets extreme it must be made clear who takes the final decision in terms of when and if people should continue to work. The five stages of risk assessment should be applied, and a decision made by a competent person.
Health and safety and the often-perceived industry red tape can be viewed by some businesses as an expense and a hinderance. This isn’t helped by the ridiculous stories doing the rounds about schools banning conkers and sports days over health and safety concerns.
“Do I need a policy when my team are all subcontractors? How many employees does a company need before a written health and safety policy is required, and what must this include?”
All UK employers have to put workers meeting certain criteria into a workplace pension scheme and pay minimum employer pension contributions.
All employers have to allow workers to have a 24-hour rest period every seven days under European Law. But what does that actually mean?