Expert's Comments

Update 97 - Can employers take expired disciplinary warnings into account?

Update 28 - You may recall that some time ago, we sent our subscribers an update about a Scottish Court of Session case on the question of whether employers could take expired disciplinary warnings into account.

The Disability Discrimination Act requires employers to make “reasonable adjustments” in respect of disabled employees’ jobs. But does this duty go as far as requiring employers to pay disabled employees in respect of disability-related absences where other employees would not have been paid?

With further major changes in employment law and tribunal procedure just around the corner, will the Gibbons Report herald the take-off of employment law mediation in the UK? Or do we already have widespread mediation under another name? 

Football fever is about to hit the nation with the World Cup running from 9 June until 9 July. While the World Cup brings excitement for individuals throughout the nation it also brings a headache for employers who suffer high rates of sickness absence throughout the duration of the World Cup. Here we examine the steps that employers should take to manage World Cup fever effectively.

The Employment Act 2002 (Dispute Regulations) 2004 obliges employers to follow statutory minimum disciplinary procedures. These procedures must generally start with a letter to the employee. So, when dealing with alleged misconduct to work, what exactly must an employer put in writing to an employee prior to a disciplinary hearing in order to comply?

After years of waiting, the new Transfer of Undertakings (Protection of Employment) Regulations 2006 come into force on 6 April. Here, we look at the main changes the new TUPE Regulations will make to the law.

Update 98 - Tips for avoiding inadvertently age discriminating employees.

Statutory Maternity Pay, Statutory Adoption Pay and Maternity Allowance.

It is well established that employers are vicariously liable for the actions of their employees in the course of their employment. This can include actions which take place outwith the workplace, and outside of normal working hours. With the Christmas party season in full swing, here we examine the potential pitfalls that employers should be aware of when organising their Christmas festivities.