The Minister of State for the Department for Work and Pensions, Steve Webb, has announced the proposed rates for statutory sick pay and statutory maternity, paternity and adoption pay for 2011. The changes are expected to come into force on 11 April 2011. • Statutory Maternity, Paternity and Adoption Pay, and Maternity Allowance, will increase[…]
Edward Davey, the Minister for Employment Relations intends to lobby against the European Parliament’s proposed 20 weeks of maternity leave at full pay at a meeting of the EU Council. The Government considers that the proposals to revise the Pregnant Workers Directive would impose considerable and unacceptable costs on many Member States during the recession.[…]
Dismissal Based on Inappropriate Manifestation of Spiritual Belief not Discriminatory
LATEST NEWS Apr 18, 2011
The EAT recently confirmed that an employer can lawfully dismiss an employee who inappropriately manifests his spiritual belief at work. The employee in this case had brought spiritualist DVDs and posters into work and it was for this, and other unsatisfactory conduct that he was dismissed. The EAT upheld the tribunal’s decision that, appreciating the[…]
Legal Representation for Meetings at Work – A Reasonable Adjustment for Disabled Employees?
LATEST NEWS Apr 18, 2011
The Employment Appeal Tribunal has recently confirmed that it may be a reasonable adjustment for a disabled employee to have legal representation. In Yorkshire Housing Limited v Cuerden the EAT upheld the tribunal’s decision that the claimant, who suffered from a major depressive disorder and panic disorder, was put at a susbstantial disadvantage by her[…]
The Equality and Human Rights Commission concluded in its report “How Fair is Britain?” that the UK is a largely tolerant and open minded place to live and work. However, the report identifies several areas in the employment field where progress has been slow or where there may be a risk to further progress being[…]
The government is considering increasing the qualifying period for unfair dismissal from 1 year to 2 years. The timetable for a decision has not yet been announced, and it is likely there will be a consultation period first. If the change occurs, it is good news for business, but bad news for employees. In theory, employers would[…]
In Tao Herbs and Accupuncture Ltd v Jin the EAT upheld the Employment Tribunal’s award of £11,000 to an unfairly dismissed employee, despite the Employer seeking to argue that this would place it into liquidation. The EAT decided that the likelihood that the employee’s employment would probably have ended due to the recession had been[…]
Employers can only dismiss employees fairly for a fair reason and following a fair process. The Employment Rights Act 1996 sets out the 5 potentially fair reasons which are: capability; conduct; redundancy; contravention of a statutory duty or some other substantial reason. Employers must also follow a fair dismissal process which complies with the ACAS[…]
Redundancy has a specific technical meaning and is often misunderstood by employers and employees alike. Redundancy is defined as where the employer has ceased to carry on business for the purposes of which the employee was employed or to carry on business in the place where the employee was employed or where the requirements of[…]