Let’s explore the consequences of things that can (and do) go wrong for regular drivers.
Sometimes employers want to minimise disruption when dismissing an employee, even for misconduct. Putting a false redundancy label on a misconduct situation can be costly though, even if it is well intentioned.
Off the record conversations can play a vital role in resolving workplace disputes. Section 111A of the Employment Rights Act 1996 says that confidential discussions about ending an employee’s employment can be ‘off the record’ in certain circumstances.
Twenty years ago, when I started working for THSP, it was predicted that the number of asbestos deaths per year would be on the decline by 2012.
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.