In this episode 219 of the podcast I bring you an interview with Michelle Gyimah who is a specialist pay gap strategist.

Michelle is an expert in assisting businesses and organisations to close their pay gap.

In this episode of the podcast we cover:

• Why the gender pay gap is an important consideration for employers.
• Why the gender pay gap still arises.
• The benefits to employers of addressing the pay gap in their business or organisation.
• What businesses and organisations should be considering with regards to their gender pay gap.
• Simple steps employers can consider for equality.
• Other areas of pay gap for employers to consider.
• Some examples of how employers can make a change.

Michelle Gyimah

I’m a Pay Gaps Strategist.
I specialise in supporting HR Directors to close their pay gaps sustainably.

One of the key aspects of the work I do with organisations is provide training on how to hold better pay and progression conversations. This is an essential tool to closing pay gaps.

By working with me you will:

 Gain clear insights into what your organisation needs to do to close pay gaps

 Equip your HR teams with the ability to hold conversations about pay and pay progression so that you can retain more staff

Focus on the right measures to improve pay representation

 Grow in confidence to discuss pay gaps, pay transparency and pay equity

 Find solutions to these problems faster

 Create strategies that embed pay transparency to retain talent

 Improve your organisation’s employer brand and public perception to aid talent attraction so that you can be a leader within your sector

Talented employees are aware of their power.
They are evaluating your organisation on your commitment to building a better future.

Your mission statement is not enough.
You need to show how you are creating a truly equal environment.

Addressing inequalities, such as pay gaps and pay equity, is important for employers to take action on.

It can seem like an overwhelming task to begin, but with the right support it can be done.

I have a proven track record in supporting organisations to take tangible actions that make a difference.

My clients enjoy working with me because I combine strategy + implementation to eradicate pay gaps. For good!

If you’re looking to embed strategies to close your pay gaps, to retain and attract more talent, there are three things you can do:

 Beyond The Pay Gap Figure podcast  – subscribe and listen where I share tips and strategies to get you started: https://pod.link/1601188183

 Watch my LinkedIn Course `Inclusive Tech: Closing the Pay Gap’ https://www.linkedin.com/learning/inclusive-tech-closing-the-pay-gap/addressing-gender-binary-language-in-the-pay-gap?autoSkip=true&autoplay=true&resume=false

Ready to talk? Email at mgyimah@equalitypays.co or book here to get on a call to discuss this further
https://bookme.name/equalitypays/lite/call

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Prevention of Sexual Harassment obligations for employers are changing in 2024

In this episode 218 of the podcast I bring you an update on the new sexual harassment laws in 2024, including all the information employers need to consider.

In this episode of the podcast we cover:

• What is the current law about workplace sexual harassment.
• What the Equality Act 2010 states about sexual harassment.
• Why there has been a change in the law.
• Some examples of conduct of a sexual nature that would constitute sexual harassment.
• How a single incident can be sexual harassment.
• Who can claim sexual harassment.
• Compensation awarded for sexual harassment claims.
• New legal duty on employers to take reasonable steps to prevent sexual harassment.
• What practical steps employers can take now.
• Recommended training for managers and employees.
• The importance of a policy on harassment.

We will be providing training for employers in early 2024

If you would like more information and to add your details to our waiting list for details of our training programme for managers, HR and for employees then please email Kathy@realemploymentlawadvice.co.uk

Other resources regarding sexual harassment

Podcast: Sexual Harassment at Work: Episode 88

New Sexual Harassment Laws

How to deal with a complaint of sexual harassment by an employee

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

How employers can assist employees with sight or hearing loss to succeed

In this episode 217 of the podcast I bring you an interview with Dan Williams who is the founder of Visualise Training and Consultancy an organisation which promotes and enables inclusion, accessibility and equality for people living with visual impairment, hearing loss and other forms of disability.

Dan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

• How to encourage employees to be open about their condition or disability.
• Creating an inclusive culture at work.
• Ways in which employers can make reasonable adjustments for those with sight and hearing loss.
• Why it is important to give meaningful consideration to adjustments.
• Some examples of how employers can make a change and be more inclusive.

Dan Williams

“I established Visualise in 2014 with assistance from The Prince’s Trust. As someone who experienced gradual sight loss, I wanted to advance social change for VI (visual Impairment) rights by campaigning and advocating for inclusion, accessibility, equality and diversity.

As a qualified eye clinic liaison officer and rehabilitation assistant, and with the help of my guide dog, Zodiac, I carry out workplace assessments to support employees with visual impairments. I deliver training that educates staff to better assist clients or customers with VI. Visualise has worked with over 700 organisations across all sectors. When employees are ‘VI Confident’, inclusion becomes ‘business as usual’ for everyone involved, leading to increased job satisfaction and a more rewarding environment.

I also deliver ‘Seeing Beyond the Eyes’ CET workshops to foster closer links between the optical and sight loss sectors to benefit patients.

In a voluntary capacity, I’m on the RNIB Working Age and Transitions steering groups which assesses work-related challenges blind and partially sighted people face. I’m also a Young Ambassador for the Prince’s Trust and sit on their business launch panels, helping other young people to set up enterprises. I’m a member of the College of Optometrists’ Public Patients Reference Group (PPRG), which receives input from patients and the public to improve policies, guidance and patient resources. I am also an active Trustee for The Nystagmus Network charity.

In the beginning, sight loss feels like the end, but later, you realise it’s just the start of seeing differently and having a new outlook on life. Overcoming challenges has given me resilience, determination and the ambition needed to strive for success.

This can also be said of other disabilities, whether they are visible or invisible. We are here to take away the confusion and myths and replace these with solid information that will give you the confidence to interact and welcome those with disabilities into your working environment.”

If you’d like to know more about how your organisation can become more Disability Confident and Aware, please email me at daniel@visualisetrainingandconsultancy.co.uk

Or give me a call on 07472305268

Together we can make a difference.”

About Visualise

Visualise Training and Consultancy ltd are on a mission to improve inclusion and accessibility for people with disabilities. Our Founder, Daniel Williams, has an eye condition called Retinitis Pigmentosa, which means he is gradually losing his sight. Daniel established the consultancy in 2014 to share his experience and expertise with companies and organisations. This enables them to provide excellent service for customers and employees alike while meeting their legal obligations under The Equality Act 2010.

What began as a laser-sharp focussed approach centred on sight-loss impairment and its associated elements has since organically grown to encompass other disabilities such as hearing loss in an ever more significant effort for Visualise to truly become a symbol of total inclusivity.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

Website: https://visualisetrainingandconsultancy.com/

Email: info@visualisetrainingandconsultancy.co.uk

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

This case illustrates when an employee can qualify for protection from discrimination due to menopause symptoms

In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd.

In this episode of the podcast we cover:

• When menopause symptoms could qualify someone for protection under the Equality Act.
• The types of other claims that employees could bring if treated to their detriment because of menopause.
• Why the Employment Tribunal considered that the employer’s attempts at adjustments were not sufficient.
• Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case.
• Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms.
• Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability.

Case Reference

You can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022

Other resources regarding menopause

Podcast: Menopause support at work: An interview with Nicola Green

Menopause & Work Reform?

An employer has been ordered to pay compensation after making menopause comments

Menopause and work – what do employers need to do and why?

New Acas Guidance on Menopause and the Workplace

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

In this episode 215 of the podcast I bring you an interview with Jan Brookes who is the CEO of a local Isle of Wight Charity, Isle Access. Jan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

• The number one thing that all employers can do, with no expense, to assist their staff with long term health conditions.
• Ways in which employers can make reasonable adjustments.
• Why it is important to give meaningful consideration to adjustments.
• Some examples of how employers can make a change and be more inclusive.

About Jan Brookes CEO

Jan is the CEO of Isle Access.

Jan has had a notable career of over 40 years in nursing including holding a short service commission as a nursing officer in the RAF. She has considerable experience of caring for people with disabilities and poor mobility, and latterly worked in care home management. 

For a short period Jan also operated an ‘Accessible Travel’ franchise, on the Isle of Wight, inspecting and booking hotel accommodation away from the Island, for people with disabilities and poor mobility. In 2015, Jan succeeded in gaining an MSc (distinction) in International Hospitality Management. The topic for her dissertation was “Identifying the needs of people with dementia when using hotels’.

She is a member of the Access Association and has undertaken training in access auditing at the Centre for Accessible Environments. In 2016 Jan spoke at Bournemouth University’s Festival of Learning week and was voted Age Friendly Island Entrepreneur of the Year in 2018.

About Isle Access

Isle Access is an Isle of Wight based charity that is helping to improve life for disabled people on the Island.

Their vision is that residents and visitors alike can enjoy as much of the Isle of Wight as possible. Their mission is to make the Island more accessible and inclusive for people of all ages. Their aim is to support disabled people by removing barriers to access, enabling disabled people to enjoy a better quality of life and achieve new skills and experiences. They do this by:

Informing, assisting and promoting businesses, organisations, individuals and local government initiatives to welcome everyone to our beautiful Island.

Providing some accessible services, such as adapted cycling.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon.

In this episode of the podcast we cover:

• Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process.
• The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd.
• How HR for the employer got it wrong and could have resolved the matter by a simple telephone call.
• Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act.
• Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable.

Case Reference

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104

Other podcast episodes on the issue of recruitment and reasonable adjustments

Getting your recruitment process right

The Government Legal Service v Brookes – Reasonable adjustments in recruitment: Episode 79

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

This Employment Tribunal case illustrates why it is important for businesses to set out terms in writing in advance of someone starting work

In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP.

In this episode of the podcast we cover:

• Why businesses need to ensure that agreed terms are set out in writing at the outset.
• How the Employment Tribunal made a determination of Mr Guler’s status.
• Why the Employment Tribunal decided that Mr Guler was a worker.
• The issues that can arise about status and remuneration if you do not set out the terms in writing.

Case Reference

You can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP–3304221-2022_-_Written_Reasons.pdf

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Workplace mediation is a critical tool for resolving disputes in the future of work

In this episode 212 of the podcast I bring you an interview and discussion with my colleague Jo Carley, who is an experienced workplace mediator and strong advocate for alternative dispute resolution in workplace disputes.

In this episode of the podcast we cover:

• What is workplace mediation.
• When workplace mediation is appropriate.
• When employers should be considering workplace mediation.
• Why it should be the starting point for any grievance formal or informal.
• Why there is always a loser in the grievance process.
• How workplace mediation works in practice.
• The steps employers should be considering to implement workplace mediation.

Workplace Mediation: How we can help you

Jo Carley and I are both fully trained and experienced workplace mediators having completed the ACAS Certificate in Workplace Mediation.

If you would like us to undertake a mediation within your workplace then we would be happy to do so and can start by a no-obligation initial telephone call.

Our charges for a workplace mediation are as follows:

£350 + VAT for a half-day, plus travel costs. There is an additional charge of £100 +VAT per hour for any additional time required .

A half a day is the minimum amount of time needed (including two individual meetings and a joint meeting), but it could run over half a day depending on the extent of the issues there is to work through.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 211 of the podcast I bring you a run down from a case decided by the Employment Appeal Tribunal where the issue of making a change to employee contract terms was considered in the context of the employee’s eligibility for an enhanced redundancy payment. The case we are covering is Jackson v The University Hospitals of North Midlands NHS Trust [2023].

In this episode of the podcast we cover:

• The options available to employees if they disagree with a change to contract terms.
• The potential risks for employers of implementing changes without agreement.
• What employers should consider when making changes to contract terms.
• How a redundancy situation can arise when making changes to employee contract terms.
• Why redundancy applied in this case.
• The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings.
• Why employers need to consult with employees on changes to terms.
• The leading case of Hogg v Dover College

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

What should employers consider when employing care leavers or care experienced people

In this episode 210 of the podcast I am joined by Ali Steele from Wight Oak Youth Services to discuss the importance for employers to think purposefully about employing care leavers and to consider the individual requirements of those who are care experienced.

In this episode of the podcast we cover:

• Why it is important to consider care experienced employees.
• What steps you can take to show support for care experienced employees.
• The kinds of things that employers should be considering with regards to care leavers and care experienced persons.
• Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers.
• Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers.
• Small things that you can do to promote awareness and best practice.

Resource and information

You can find more information about Wight Oak Youth here: Website and contact Ali Steele via hey@wightoakyouth.com

Care Leavers Covenant: https://mycovenant.org.uk/about/

In 2022 there were 82,170 children being looked after in England. Statistics can be found here: .GOV

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Procedure and Tips for employers about disciplinary investigations

In this episode 209 of the podcast I will explain why getting the disciplinary investigation process right is critical to successfully defending a claim for unfair dismissal and the steps that you need to take.

In this episode of the podcast I cover:

• Why assigning the right person to investigate is crucial.
• The steps that you need to take to set the scope of the investigation.
• When you should notify the ‘accused’ of the investigation.
• At what stage you should interview the ‘accused’.
• Getting witness accounts of events.
• Whether employees have the right to be accompanied at an investigation meeting.
• Minute taking or audio recording of the meetings.
• Dealing with reluctant witnesses.
• The frequently asked questions about disciplinary investigations.
• Some example scenarios to consider.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 208 of the podcast I will explain what gross misconduct is so that you understand when circumstances arise that could be gross misconduct and steps to take.

In this episode of the podcast I cover:

• What is gross misconduct?
• The legal test for determining a fair dismissal for gross misconduct
• The difference between misconduct and gross misconduct
• Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules
• What is wrongful dismissal?
• The connection between wrongful dismissal and unfair dismissal for gross misconduct
• Some interesting example cases
• 5 key points to consider and take action in relation to gross misconduct

Cases referred to:

Mr George v Dorset Healthcare University NHS Foundation Trust

Ms E Greenaway-Evans v Countryside Properties (UK) Limited

Mr Pubbi v Your-Move.co.uk I also covered the case in detail in Podcast 197 Is it fair to dismiss an employee who fails to declare bankruptcy?

Basildon Academies v Amadi

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The reasons cases arise and steps you can take to prevent them

In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising.

In this episode of the podcast I cover:

• The most common type of legal claim in our experience at this time.
• The reasons why claims arise.
• The fact that untrained managers and/or decision makers create the highest risk.
• How following a simple process and keeping paperwork can reduce the risk of claim.
• Why creating a culture of honesty and transparency can mitigate issues from arising.
• The importance of addressing issues early on in a dispute or potential dispute.
• Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical.
• Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised.
• How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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In this episode 206 of the podcast I bring you a run down of the proposed changes to employment law announced by the government on the 10th May 2023. The gift that keeps giving….covid and furlough employment cases.

In this episode of the podcast I cover:

• The change announced in regard to the sunset bill.
• The fact that EU laws will be retained unless specifically revoked (for the time being at least).
• Some welcome changes to working time rules.
• Changes to holiday pay and calculations.
• Changes to TUPE transfer requirements.
• Making non-compete clauses post-termination no longer than 3 months.
• The decision of the Employment Appeal tribunal in the case of Lovingangels Care Ltd v Mhindurwa where furlough was not considered as an alternative to redundancy.

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65

If you want to ensure that you are up to date with employment law changes then subscribe to the podcast and our newsletter. To be added to the distribution list for the free fortnightly newsletter please email kathy@realemploymentlawadvice.co.uk.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 205 of the podcast I bring you my thoughts and guidance on the appraisal process and how to ensure that you are getting it right.

In this episode of the podcast I cover:

• Why employers undertake appraisals.
• Why employers think they should undertake appraisals.
• Why I hate the scoring system in an appraisal process.
• The things that can go wrong.
• How to prepare for a good appraisal process.
• The process to follow.
• How to deal with issues that may arise in the meeting.
• Why follow up is critical to success.

If you are introducing an appraisal process or would like guidance on refreshing your process, or training for your managers then please do get in touch and we will be happy to assist.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Disability discrimination for something arising from the disability

In this episode 204 of the podcast I bring you details of a case recently decided by the Employment Appeal Tribunal which deals with the issue of behaviour arising from disability. In the case of McQueen v General Optical Council the Tribunal and Employment Appeal Tribunal considered the reasons for the employers actions.

In this episode of the podcast I cover:

• Section 15 of the Equality Act 2010.
• The legal test for determining if someone has been treated unfavourably because of something arising in consequence of their disability.
• The facts of this case.
• The outcome as decided by the Tribunal and then upheld by the Employment Appeal Tribunal.
• How employers should approach issues with employees who have a disability.
• Points to note.
• How to deal with aggressive behaviours at work.

McQueen v General Optical Council 2023 – Employment Appeal Tribunal Case. You can read the full judgement HERE 

If you find yourself in a difficult scenario with an employee or perhaps you are the person on the receiving end of a disciplinary then please do get in touch and we will be happy to advise you.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 203 of the podcast I bring you a run down on the steps you need to take to effectively manage an employee who is not performing to the level you require. I also touch upon how to address those niggly attitude or behaviour issues that seem to be coming up more and more frequently.

In this episode of the podcast I cover:

• The starting point and self-reflection as a manager.
• Why it is important to go through an informal process first.
• What the informal performance management process looks like.
• Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance.
• How to go through a formal process.
• When you can issue warnings.
• How long a process should take.
• Answers to frequently asked questions about performance management.
• How to deal with poor attitude.
• How to address general small scale poor behaviours.

Of course at the heart of good performance management is COMMUNICATION!

If you would like training for your team on how to effectively manager performance issues then I am available to provide training for 1/2 day for up to 30 people for £750 plus VAT.

Alternatively if you would like guidance on a performance management issue or to discuss how best to deal with a scenario then please get in touch and myself or a colleague will be happy to advise you.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo: Review - markus-winkler--fRAIQHKcc0-unsplash

In this episode 202 of the podcast I bring you an update on the latest news about holiday pay and holiday entitlement following the Supreme Court Case of Harpur Trust v Brazel.

In this episode of the podcast I cover:

• Basics of holiday entitlement.
• The foundations of holiday entitlement in law.
• How to calculate holiday pay for employees and workers with regular hours and pay.
• How to calculate holiday pay for employees and workers whose hours vary.
• What to include in the calculation of the 52 week average for holiday pay.
• Why all employees and workers are entitled to 5.6 weeks paid holiday regardless of the number of hours that they work.
• Why part year workers are entitled to 5.6 weeks holiday.
• Whether you can pay rolled up holiday pay.

You can ready the full judgement in the Harpur Trust case here: JUDGEMENT.

You can listen to previous episodes on holiday pay calculations here:

Holiday Pay & Commission the Court of Appeal Decision: Episode 65

Holiday Entitlement & Pay: Episode 48

Holiday & Sickness Absence: Episode 25

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 201 of the podcast I am joined by Kate Davies, Independent Fertility Nurse Consultant, Corporate & Fertility Industry Consultancy & Podcast Host of the Fertility Podcast.

I came across Kate’s details in a Facebook post shared by innocent and was inspired by the great work that she has been doing with innocent and many other businesses and organisations.

In this episode we talk about:

• Why fertility is an important consideration for employers.
• The benefits of thinking purposefully about fertility among your employees.
• The benefits of implementing a policy around fertility and adjustments needed for those who are going through fertility treatment.
• The kinds of things employers can do to make changes.
• Why it is important to embed cultural change and not just introduce a policy.

Kate’s contact details

Kate Davies RN, BSc(Hons), FP Cert
Independent Fertility Nurse Consultant 
Corporate & Fertility Industry Consultancy & Podcast Co-Host

WEBSITE: www.yourfertilityjourney.com
PODCAST: www.thefertilitypodcast.com

https://www.facebook.com/YourFertilityJourney

https://www.instagram.com/your_fertility_nurse/

https://www.linkedin.com/in/kate-davies-independent-fertility-nurse-consultant-8671579b/

If you have any questions about this please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Case review of two interesting recent Tribunal cases

In this episode 200 of the podcast I bring you a run down of two interesting cases that have been in the news recently.

The first is the case of Glover v Lacoste & Mr R Harmon which is an Employment Appeal Tribunal case involving sex discrimination following the Employers requirement that managers must work flexibly with no set shift pattern or days of work.

This is an interesting case as there seems to be a trend, particularly among retail organisations, that you have to work full time to be a manager or, like in this case, be available to work at any time.

Aside from the legal implications of this type of policy it is also excluding large numbers of people from management roles and thereby narrowing the pool of talent available, at a time when recruitment is particularly difficult.

You can read the full judgement here: Judgement

The second case that of Ms H Dadhania v SAP(UK) Ltd and Others which is an Employment Tribunal case where the Judge stated in the judgement that using the F-Word at work had essentially lost the shock value it had previously had due to its commonplace usage in society today.

Whether you agree or not with the Judge’s view on this it does raise an interesting question about how you manage different sensitivities within your organisation or business.

You can read the full judgement here: Judgement

If you have any questions or would like some advice about the issues raised in these cases then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

School Closures: What are your options?

In this episode 199 of the podcast I bring you some ideas for planning ahead for teacher strikes that may close schools and impact on your employees.

In this episode I cover the following:

• Why you should plan ahead and discuss with staff asap.
• The impact and stress that could be caused to individuals.
• The importance of planning for your business continuity.
• Options available to you.
• Paid leave at your discretion.
• The availability of holiday.
• Changing hours or working flexibly.
• Unpaid leave under the statutory right to time off for dependents
• Home working.

If you have any questions or would like some advice about how to handle this then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Element5 Digital on Unsplash