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The New South Wales Civil and Administrative Tribunal in Australia last year awarded an employee AU$20,000 in compensation for pain and suffering where her employer forced her onto “personal leave” for assumed mental illness based on her discussion of conspiracy theories in the workplace. Though an Australian case, it contains valid lessons for UK employers too.…
The UK government last week issued a consultation on “extending redundancy protection for women and new parents”. The proposals would mean that women who have recently returned to work after a period of maternity leave would have the same protection as women on maternity leave in a redundancy situation.  The government’s provisional view is that six months would be an appropriate period of “return to work” protection.  This is perhaps based on one of the…
We got a letter from the Home Office last month reminding us, no doubt in common with many others, of our obligations under the Modern Slavery Act 2015.  Perhaps you did too.  Apparently, it is going to publish a name-and-shame list of non-compliant organisations after an audit at the end of March 2019. The letter was a bit of a step up from the Government Guidance on the MSA, since it was almost entirely properly…
Here is an interesting little question about how far an employer needs to formalise steps taken to accommodate an employee’s disability. Mr Brangwyn went to work for South Warwickshire NHS Foundation Trust in 2008 as Occupational Therapy Technician.  This was not directly a medical role but did involve some time escorting patients around the building from ward to treatment and back.  In May 2011 he was diagnosed with a serious and worsening phobia of “blood,…
If you try to mediate a workplace clash, then the hardest part is often to get the parties to focus on the future of that relationship, not the recent past leading to its breakdown. For so long as one or both find themselves unable to let go of that past, there will be obvious difficulties in establishing a new and untainted platform from which to move forward.…