When I wrote my recent piece on the role of mediation in sexual harassment allegations https://www.employmentlawworldview.com/can-you-mediate-sexual-harassment-complaints-should-you/, I had no idea that Parliament was in the throes of debate about the exact same question. At noon on 16 November, Leader of The House of Commons Andrea Leadsom rose to her feet to address the rank and file MPs on the steps being taken to tackle harassment and abuse in Parliament. View Full Post
At the end of my post on Maternity Action’s report on unfair redundancies https://www.employmentlawworldview.com/new-proposals-for-post-brexit-maternity-protection-use-german-law/, I mentioned a number of the reasons why many recent mothers do not raise complaints about their perceived treatment at the hands of their employer. These included a fear of creating bad feeling with their employer or colleagues, a lack of information, feeling guilty, not wanting to damage their prospects, the process being rather daunting, and not feeling that they have a good enough case. View Full Post
Every employer knows that UK law relating to illegal workers is big and fierce and that you take liberties with it at your peril. However, here is what can happen when you take it too seriously. In Abellio London Limited – v – Baker, the EAT has this month taken a look at whether an employer’s genuine belief that immigration law says something it actually doesn’t is enough to justify a fair dismissal. View Full Post
Back in March 2016 I posted a piece querying the headlines over an Equalities and Human Rights Commission report on maternity and pregnancy discrimination at work https://www.employmentlawworldview.com/startling-statistics-published-on-maternity-related-discrimination-in-the-uk-but-dont-believe-everything-you-read/. The short point was that the report did not justify the apocalyptic headlines about the treatment of women who were pregnant or on maternity leave. View Full Post
As sexual harassment in high places is attracting a lot of coverage in the Press this week, here is a new thought. What if, instead of pillorying the accuser and exposing the victim to the trauma of formal grievance or Employment Tribunal proceedings, you could find a solution where victims regarded their honour as satisfied and perpetrators came away with a much fuller understanding of others’ perceptions of their behavior and its impact on them, but with their value to the business retained and working relationships preserved?  View Full Post
Much has been written over the last month or so about Mental Health, and rightly so.  It has now overtaken back pain as the principal cause of workplace absence in the UK.  Anything which encourages an environment in which mental health issues may be more openly discussed and genuine sufferers’ sense of isolation or embarrassment reduced must be a good thing. View Full Post
You know it’s time to re-issue your employment legislation when the nearest available section number for the insertion of an amendment into the Employment Rights Act is Section 171ZZ. Though it might sound like a bottom-rank Star Wars droid, that little fellow is actually the proposed product of a new Bill on time off work for parents who lose children, the Parental Bereavement (Leave and Pay) Bill. View Full Post
We weren’t very nice on this blog about the original Government Guidance on the Modern Slavery Act, largely because it really wasn’t very good. It lacked detail where structure would have been helpful, regularly confused aspiration with legal requirement and contained altogether too many uses of the word “remediation” for a document singing the praises of writing in simple language. View Full Post