Dismissals are challenging, and even careful employers can get it wrong. However, if a dismissal is based on a genuine mistaken belief, it can still, in some circumstances, be fair. 1. Conduct For misconduct dismissals, employers only need a genuine, reasonable belief in the employee’s guilt based on a fair investigation. The classic test, from… [Read More]

HR professionals play a crucial role in health and safety at work—from mental health and harassment to pregnancy risk assessments and whistleblowing. Health and safety at work isn’t just about hazard signs and fire drills. It’s about creating a safe, respectful workplace where people can thrive. And at the centre of that mission? HR. Whether… [Read More]

The Equality Act 2010 protects disabled employees from discrimination arising from their disability. This includes situations where someone is treated unfavourably because of behaviour linked to their condition – not just the condition itself. But that protection isn’t absolute. Employers are not expected to overlook serious misconduct just because it may be linked to a… [Read More]

What counts as a ‘protected act’ in discrimination law? The Kokomane v Boots Management Services case highlights that tribunals must look at the full context in discrimination claims. Victimisation is a form of discrimination under the Equality Act 2010. It happens when someone is treated badly because they’ve done—or are believed to have done—a ‘protected… [Read More]

Are you confused about bonuses during maternity leave? When an employee goes on maternity leave, their contract of employment continues, so they’re still entitled to most contractual benefits, except for wages/salary.  Bonuses often fall into this category, so they need careful consideration. In this blog we address when bonuses must be paid, how to adjust… [Read More]