Health & Safety – All Change for employers
When it comes to health and safety legislation, it seems change is here to stay. Whatever way you look at it, the burden upon employers
In Whose Interest is it Anyway?
The Public Interest Disclosure Act (PIDA) 1998 was introduced to provide protection to workers who disclosed wrongdoing within the workplace. In its original form, oddly
It Pays to Take a Holiday
It is common in some jobs for a large proportion of an employee’s salary to be made up of commission payments from, for example, successful
New CDM Regulations 2015
Revisions to the Construction (Design and Management) Regulations will take effect on April 6th 2015. The changes are being implemented in order to further ensure
Right By Your Side
Workers have a statutory right to be accompanied at disciplinary and grievance hearings, so long as the companion is a fellow worker, trade union representative
Don’t Get A Criminal Record
If you are an employer in, for example, the care, education or health sectors, you will need to know if prospective employees have convictions, spent
Disabled or Not? You Decide
In order for a worker to pursue a claim for disability discrimination they have to be disabled as defined within the Equality Act 2010. In
New H&S Sentencing Guidelines
The consultation on new sentencing guidelines for health and safety, corporate manslaughter, food safety and hygiene offences has closed after a three-month window for feedback.
Bonuses: You Have Been Warned
When considering who should be entitled to a bonus payment, you may wish to place eligibility requirements within the bonus scheme in order to ensure
EW HR Consultancy Service
Were you aware that EW offers an HR consultancy service to complement our Employment Law support? Although primarily for the benefit of existing EW clients,
What Amounts to a Detriment?
Under the Equality Act 2010, if a worker alleges that they have been treated less favourably because of a protected characteristic, for example sex, and
Think Before You Click
Not many people would argue that sending obscene and pornographic images from a work email address to someone outside of work, or to a female