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    Period Leave – Should your Business Introduce Leave for those Suffering Menstrual Pain? For too long period pain has been a taboo subject. To compete with men women (and anyone with a uterus) have had to conceal their menstrual pain and to take sick leave if it means they are unfit to work. It has[…]

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    Redundancy What does redundancy actually mean? Redundancy is a potentially fair reason to dismiss any employee. It is a very commonly used word, but the technical legal meaning refers to only three types of situation: A business closure, A workplace closure, and Reduction of workforce (reduction in headcount). The dismissal of an employee will be[…]

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    Breaking the Class Ceiling   The Covid-19 pandemic has brought the issue of social inequality into sharp focus. Employees in low status, low paid jobs have been disproportionally affected by the economic downturn and are less likely to recover financially in the aftermath –  hardships that may affect generations to come.  The current UK government promotes[…]

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    ‘Being dismissed for misconduct can have a devastating impact on an employee’s future job opportunities, before fairly dismissing someone for misconduct, employers must be able to show that they reasonably believe that the employee is guilty of misconduct. A fair investigation is the cornerstone of a fair process and for establishing that it was reasonable to believe[…]

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    April is usually the month when the Government introduces new employment legislation, and in recent years has announced its commitment to introducing significant new rights, such as neo-natal leave and a duty to prevent sexual harassment in the workplace. ‘While there are very few big changes this April, employment law remains a fast-moving area of law,’[…]

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    The recent High Court decision in USDAW v Tesco Stores Limited (2022) has highlighted the challenge to employers who seek to change an employee’s terms and conditions. Employers are often concerned about how they can bring about changes to an employee’s contract. There may already be flexibility clauses within a contract that allow some changes[…]

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    The law gives five potentially fair reasons for dismissal, including breach of a statutory duty or restriction and some other substantial reason capable of justifying dismissal. The most commonly used reasons are redundancy, capability and misconduct.  Even if your employee is guilty of misconduct or their job is clearly redundant, you still need to take[…]

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