An employer has a duty to make reasonable adjustments when it knows or can be reasonably expected to know that an employee is suffering from a disability.   Determining whether or not an employee has a disability for the purposes of the Equality Act 2010 is rarely straightforward, particularly where mental illness is concerned. It is for this reason that employers often seek guidance from medical professionals and make a referral to occupational health.  Recently, cases have highlighted a couple of salutary lessons to bear in mind when doing so. 

2013 was a year of considerable upheaval in employment law and we are all still waiting to see what the impact of some changes such as the introduction of fees in the Employment Tribunals will mean in practice.

2014 is set to follow suit and is not a year for complacency as further changes are due to come into force.  I thought a little reminder about what is expected to happen this year would be helpful.

However much you think you have kept abreast of developments in your particular area of the law (in my case, employment), there always comes a time when one pops up to surprises you!

With rumours rife that winter 2013/2014 could be the worst since 1947, its time for employers to ensure they have contingency plans in place, so they are prepared to deal with any potential travel disruption and subsequent employee absenteeism that may ensue. 

How Channel 4's documented approach justified its decision to remove racing presenter John McCririck.