Ordered a manager to pay over £2,600 We often deal with grievances whereby banter or “off the cuff” remarks are made, often without the intention to offend. In this case, the Leeds tribunal ordered a manager to pay over £2,600 to two staff members after he...

Only the disciplinary hearing manager should be reaching a decision A professor at the University of Reading, Dr Dronsfield, was found to be having a sexual relationship with one of his students. Under the university’s rules, he could only be dismissed if...

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 at 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...