We all know that claims can be made by individuals who are directly discriminated against at work or if they are indirectly discriminated against (i.e. if an employer applies an apparently neutral requirement but that is more difficult for some groups to comply with e.g. a height restriction for no legally justifiable reason). Organisations alsoContinue reading “Employee who refused to work more from the office because she cared for a disabled relative won £350,000 compensation.”
Author Archives: Peter - 186hr
Sigh … Employer loses Tribunal after manager exhales loudly due to an employee’s behaviour. Will need to pay compensation.
Sometimes Tribunal decisions make you want to go and lie down in a dark room. In this case, according to a report in The Times on Saturday the employee had a terrible attendance record and when he did come in, he didn’t do a great deal. Who wouldn’t get frustrated at that? The manager showedContinue reading “Sigh … Employer loses Tribunal after manager exhales loudly due to an employee’s behaviour. Will need to pay compensation.”
Organisation wins race discrimination case despite admitting their employee called a black colleague a ‘monkey’. How?
I have spoken several times in my articles about vicarious liability, where employers are responsible for the actions of their employees. This issue is even more precarious for employers following last October’s law change requiring organisations to take ‘all reasonable steps’ to prevent harassment in work. In this case, during an argument in the workplaceContinue reading “Organisation wins race discrimination case despite admitting their employee called a black colleague a ‘monkey’. How? “
Do you have a difficult employee who started in the last year? Act WELL BEFORE October
You will have seen various reports about the government’s Employment Rights Bill, which is due to make things significantly more complicated, time consuming and costly for employers who wish to part company with problem employees later this year. Fortunately, some of the initial proposals in the Bill have been watered down a little as theContinue reading “Do you have a difficult employee who started in the last year? Act WELL BEFORE October”
Why must we choose between 2 extremes in the Trans debate when there is a sensible, compassionate middle ground?
On the one hand we have the biological argument that you cannot change the sex you were born into, and on the other the rights of individuals who feel that they were born into the wrong body and wish to live life as the gender they feel applies to them, free from bias and discrimination.Continue reading “Why must we choose between 2 extremes in the Trans debate when there is a sensible, compassionate middle ground?”
Just got back from a family, with dog, break in fabulous Sherwood Forest
Family is so important. My gorgeous but long suffering wife and I were blessed with two fantastic ‘kids’ who also have lovely partners. The family is completed by our amazing dog Mila. We are also fortunate that both 20 odd year olds still want to come away with us, and over Easter we spent aContinue reading “Just got back from a family, with dog, break in fabulous Sherwood Forest”
Which approach is best when banter goes over the top, formal or informal?
You may be surprised at a HR company saying this but we generally recommend an informal approach to managing banter and behaviour at work when it gets a bit frothy. Clearly this is not the case where serious discrimination has taken place, or where you have received a complaint as these should always be investigatedContinue reading “Which approach is best when banter goes over the top, formal or informal?”
Why do employees increasingly expect unjustifiably high exit settlements from their employer?
There seems to be a big increase in disputes between employers and employees who are in the process of leaving at present, irrespective of whether the exit is their choice or the organisations. When this happens, employers often engage us to negotiate a settlement, which will then be legally binding once a Settlement Agreement isContinue reading “Why do employees increasingly expect unjustifiably high exit settlements from their employer?”
Everyone’s got a plan until they get punched in the face! How to avoid tribunal claims for discrimination.
This is of course a famous quote from ex-heavyweight boxing champion Mike Tyson. As in boxing, by the time you get ‘punched in the face’ with a claim for discrimination it becomes more about damage limitation than preventing it from happening in the first place. If there is evidence that discrimination happened, you are inContinue reading “Everyone’s got a plan until they get punched in the face! How to avoid tribunal claims for discrimination.”
Employers have 3 choices if a colleague makes, or keeps making, offensive remarks.
There is more and more media coverage of this, but employers really don’t need to take draconian steps and ruin their culture for fear of offending oversensitive employees. Where offensive comments are made there are 3 options, as follows: With option 1, the downsides are obvious. It really isn’t difficult to tackle this with some basicContinue reading “Employers have 3 choices if a colleague makes, or keeps making, offensive remarks.”