A recent Employment Appeal Tribunal reminds employers to take a broad-brush approach when considering whether conduct is related to a protected characteristic. Conduct which might not immediately appear to be related to a protected characteristic may still be so. Finn v British Bung Manufacturing Company In Finn v British Bung Manufacturing Company, an employee who… [Read More]
The duty to prevent sexual harassment becomes law
In October 2024, the new pro-active duty to prevent sexual harassment in the workplace came into force. This means that, as employers, it’s your legal duty to take reasonable steps to prevent sexual harassment in your workplace – and not just harassment by colleagues but also third party harassment too. What happens if you fail… [Read More]
Employment Rights Bill – Top 8 significant changes
The Employment Rights Bill was published on 10 October 2024. It covers a wide-range of employment relations areas, some changes are significant, others less so. Here are 8 we think are important to you: New rights from Day One of employment 1. Right to claim ordinary unfair dismissal All employees will have the right to… [Read More]
Hiring a ‘good fit’ for your team could be discriminatory
Allowing subjectivity to creep into recruiting decisions risks being challenged as discriminatory. Employers need to be able to demonstrate that hiring decisions have been made fairly, based on criteria applied to all applicants. James & Saine v London & Quadrant Housing Trust In the case of James & Saine v London & Quadrant Housing Trust… [Read More]
Employee Appeal Tribunal overrules Tribunal that failed disabled employee
Where an employer knows (or reasonably should know) that an employee is disabled, it’s their duty to make reasonable adjustments to accommodate them at work. Employers must take reasonable steps to remove any disadvantage at which an employee is placed by reason of their disability. A recent EAT case looked at whether it could be… [Read More]
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