BLOG Written on 24 September 2025 As an employer, you can be held vicariously liable for the discriminatory actions of your staff. But how far
BLOG Written on 14 July 2025 When an employee discloses that they have ADHD or autism, many employers find themselves asking: Is this classed as
BLOG Written by Jack Murphy on 25 October 2024 Can comments about a male staff member’s baldness amount to harassment related to sex? Yes, according
BLOG Written by Lesley Rennie on 30 August 2022 Dismissing an employee in retaliation for ‘blowing the whistle’ on certain prescribed matters, such as a
Blog Before making an employee redundant, employers must make a genuine and concerted effort to find them suitable alternative employment within the organisation. Redundancies are
Mental health conditions can be debilitating, impacting all aspects of a person’s life, including their ability to work. For employers, dealing with the operational consequences
When making the decision to dismiss, it’s important to have all the facts. But what happens if a manager deliberately creates a false narrative around
The Working Time Regulations (WTR) 1998 set out a number of provisions regarding the rest periods workers are entitled to – but what happens if
BLOG When dealing with potential misconduct, disciplinary officers will rely on the contents of the investigation report in order to determine whether an employee’s conduct
BLOG Under the Equality Act (EqA) 2010, employers may be held vicariously liable for acts of harassment committed by one employee against another – but
