Disciplinary process should be used only as a last resort As many of us now know, suspension during a disciplinary process should be used only as a last resort and only if there is a significant risk to the business if the individual remains at work....

Dealing with long term ill health at work The Government has recently consulted on how employers can better support employees experiencing long-term ill-health at work. The Government's plan is to encourage early intervention through a strengthening and...

Your investigation must be objective Scams are unfortunately a fact of life nowadays but if this happens in work can you hold your employee liable? To discipline you would need to show that disciplinary action is reasonable and justified in all the...

Pro-rata principle does not apply It is well recognised that part-time workers receive a full timer’s entitlement to pay but on a pro-rata basis. The Court of Appeal has recently considered what to do about holiday accrual for those who work on a “part...

Will apply to medium and large businesses The purpose of IR35 is to evaluate whether a contractor is a genuine contractor rather than a ‘disguised’ employee, for the purposes of paying tax. Some contractors (and their hirers) might try to take advantage of...

Harassment win after ‘poor taste’ sexual innuendos A Tribunal in Sheffield has found that a pub manager was sexually harassed after a senior co-worker engaged in “poor taste humour” by making sexual comments towards her. Ms Prewett worked for pub chain...