Blog
Business Development: Playing The Right Card
Leor Franks
16 April 2015
Legal update: When is an employer deemed to have constructive knowledge of a disability?
This point was addressed in the recent case of Donelien v Liberata UK Ltd. The employee had a very poor attendance record and cited as reasons for her absence a plethora of different conditions, ranging from viral infections to wrist pain to stress and anxiety. Liberata referred her to its Occupational Health service. Occupational Health, on two occasions, failed to address the specific questions Liberata put to it, and Liberata did not follow up further. However, Liberata did conduct a number of return to work meetings, engaged with the employee regarding the reasons for her absence and reviewed correspondence from the employee’s GP. The employee was dismissed for unsatisfactory attendance.
16 April 2015
Legal update: Diet-controlled type 2 diabetes is not automatically a disability
In Metroline Travel Ltd v Stoute, the Claimant argued that because he suffered from Type 2 diabetes, he was automatically disabled for the purposes of the Equality Act 2010. The Tribunal accepted the Claimant’s argument and the Respondent appealed to the EAT.
31 March 2015
Public holidays - treating part-time employees fairly
Public holidays can be very tricky when trying to work out part-time and casual staff's wages fairly, so here is a quick guide to do some of the work for you.
This blog was first published on www.growthbusiness.co.uk.
30 March 2015
“Dirty Leeds” email lands executive in big trouble
The case of Williams v Leeds United Football Club highlights that in principle there is no limit on the length of time that can pass between an employee’s gross misconduct and their dismissal without notice, if in the interim period the employer was unaware of the employee’s wrongdoing.
11 March 2015
Legal update: New compensation limits confirmed
It may not be the juiciest of employment law topics, but it certainly is something we all need to know – what are the current compensation limits in respect of claims which an employee can bring against his or her employer?