Manual handling causes over a third of all workplace injuries. These include work-related musculoskeletal disorders (MSDs) such as pain and injuries to arms, legs and joints, and repetitive strain injuries of various sorts.
At this time of year, we need to consider not only the risk of arson but also accidental fires as supermarkets and corner shops fill their shelves with fireworks.
Exposure to noise at work can cause irreversible hearing damage. It is one of the commonest health problems and can be difficult to detect as the effects build up gradually over time. When people are exposed to high levels of noise in the workplace, it can lead to permanent hearing damage. This damage can cause…
Since the Control of Vibration at Work Regulations were introduced in 2005, there have been some landmark cases and fines imposed. The first prosecution was of Peugeot in 2006 and resulted in a £10k fine. In June 2018 Balfour Beatty were fined £500K for failing to adequately control the risks to their employees between 2002…
Following the removal of tribunal fees, ACAS’ early conciliation is in high demand. Early conciliation is mandatory and ensures that an employee tries to resolve any workplace dispute before lodging a tribunal claim. In 2018, tribunal proceedings were avoided in nearly three quarters of early conciliation cases.
Employers are not allowed to discriminate against workers on the grounds of their religion or religious beliefs. In Page v NHS Trust Development Authority, the Employment Appeal Tribunal looked at whether an employee can be fairly dismissed for the way he expresses his beliefs, rather than the beliefs themselves.
A new LinkedIn report has looked at the language used in job adverts and found that certain things can deter a potential applicant from applying. The survey of more than 1000 employees and 250 recruitment managers found that more than half of women would be put off by an advert describing the workplace as ‘aggressive’, compared with only a third of men.
Restrictive covenants are clauses in employment contracts which protect a legitimate business interest by restricting what the employee can do both during and after their employment. The clause must be reasonable – but what is reasonable?
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.
Agency workers who are employed for more than 12 weeks receive the same basic terms and conditions of employment as permanent staff. Does this mean an agency worker can use the regulations to insist on the same hours as a permanent employee?