The Employment Law & HR Podcast

In this weeks’ episode of the podcast I bring you information and analysis of the second test for a fair dismissal, the reasonableness test. This is the third of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode 225 I will cover:

  • What the test for reasonableness is in accordance with the Employment Rights Act 1996
  • The two elements of a reasonable dismissal, Procedure and Substantive Fairness
  • What the fundamentals are for a reasonable dismissal decision
  • The different reasonableness and procedural requirements for each of the potentially fair reasons
  • What the range of reasonable responses test is
  • What you need to do to fairly investigate a conduct allegation
  • What you can do if you have more than one ‘suspect’ in an allegation of misconduct
  • How to deal with performance issues in order to fairly dismiss an employee for poor performance
  • What you need to consider before dismissing an employee

Action Points

Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode.

Helpful Links

Employment Rights Act 1996 

BHS v Burchell 

 

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.

The types of training we can deliver for you are:

  • An introduction to the Equality Act
  • Equality and Diversity Training
  • An introduction to disciplinary & grievance processes and the law
  • Holding effective 1:1’s
  • Appraisal training—Introduction
  • Appraisal training—Refresher
  • Holding difficult conversations
  • Effective root cause analysis
  • Giving and receiving effective feedback
  • Dealing with change & change management
  • Time management
  • Absence management
  • How to carry out a disciplinary investigation
  • Managing the disciplinary process
  • Managing the grievance process
  • Performance and capability management
  • Assertiveness & managing confidently
  • The skills required to be a good manager
  • An introduction to mental health at work for managers

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

Direct download: 225_final_mp3.mp3
Category:general -- posted at: 4:23am EDT

In this weeks’ episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode 224 I will cover:

  • What the five potentially fair reasons are
  • An example of each of the reasons
  • How they are applied
  • Why the facts of each are important
  • Why swearing at work can be grounds for a fair dismissal
  • Who has the burden of proving the reason for the dismissal
  • Why the burden shifts in a claim for Automatic Unfair Dismissal
  • What you need to consider before dismissing an employee

Action Points

Check what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation.

Helpful Links

Employment Rights Act 1996 

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

Direct download: 224__-_Final.mp3
Category:general -- posted at: 6:17am EDT

This episode 223 of the podcast I bring you an introduction to the law regarding unfair dismissal. This is the first of a mini series that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

It will assist both employers who may be looking at making dismissal decisions and employees who may have been dismissed and are unsure if the decision is fair or not.

In this episode I will cover:

  • The history of unfair dismissal
  • How unfair dismissal started in the early 1970’s
  • What it is and where you will find the law
  • The fundamental difference between Unfair Dismissal and Constructive Unfair Dismissal
  • The qualifying period for unfair dismissal
  • Unfair dismissal claims with no qualifying period of service
  • Claims for Automatic Unfair Dismissal
  • The time limit for claims
  • Circumstances when an employer must provide written reasons for an employees dismissal

Action Points

Whenever you are considering dismissing an employee regardless of their length of service you should ensure that as a minimum you communicate the reason for termination to the employee. Employees have rights for automatic unfair dismissal in certain circumstances regardless of their service length and communicating the reason to them is likely to minimise the risk of drawing the wrong inference as to why.

Helpful Links

Introduction to Constructive Unfair Dismissal: Episode 18 

Focus on Constructive Unfair Dismissal: Episode 21

Employee who did not receive dismissal letter wins unfair dismissal claim

Employment Rights Act 1996 

 

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

Direct download: 223_-_Final_-_2.mp3
Category:general -- posted at: 1:49am EDT

In this episode 222 of the podcast I bring you a run down of the changes to the Working Time Regulations which are effective in the holiday year that starts after 01 April 2024.

In this episode of the podcast we cover:

  • The definition of irregular hour worker
  • The definition of part year worker
  • How statutory holiday entitlement is accrued for irregular hour and part year workers
  • How you can deal with carry over of leave
  • How to calculate holiday pay
  • Rolled up holiday pay is now permitted for irregular and part year workers
  • Examples of what to consider when calculating holiday
  • Why it is important to check contracts and holiday terms for existing employees before making a change to your holiday entitlement and pay

 

Harpur v Brazel Case Supreme Court case that has now been overturned and which is covered in Episode 202 Holiday Entitlement & Pay

You can find the full government guidance here: https://www.gov.uk/government/publications/simplifying-holiday-entitlement-and-holiday-pay-calculations/holiday-pay-and-entitlement-reforms-from-1-january-2024

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

Direct download: episode_222_-_Final.mp3
Category:general -- posted at: 1:01am EDT

In this episode 221 of the podcast I bring you my thoughts and reflections on the case of Bates v The Post Office and whilst not directly related to employment law there are lots of lessons that all employers and HR can take from the events that took place.

In this episode of the podcast we cover:

  • Why employers and HR need to take internal investigations seriously.
  • The key things that investigators get wrong in disciplinary and grievance investigations.
  • The civil test of ‘balance of probabilities’ and what this means.
  • The importance of a common sense approach to issues that arise.
  • Why communication is important at all levels of the organisation.
  • Why large organisations need to have in place a means of obtaining feedback from the ground level through to Board level.
  • How setting up employee forums, committees and/or employee representatives is a good way to establish if issues are systemic.
  • Why the frequent use of settlement agreements can be a sign of an internal issue.
  • That the usage and number of settlement agreements should be reviewed at Board level.
  • How culture and leadership plays a key role in both avoiding and creating systemic and serious issues arising.
  • The importance of independent and external review of decisions and disputes.
  • A reminder that at the end of every decision is a human being whose life will be impacted.

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

Photo by Mick Haupt on Unsplash

Direct download: Bates_v_Post_office_Final.mp3
Category:general -- posted at: 10:43am EDT

In this episode 220 of the podcast I bring you an interview with Fay Wallis who is a specialist career coach who helps HR and People Professionals.

 

In this episode of the podcast we cover:

  • What the key issues are for HR and people professionals.
  • Tips on how to address the key issues.
  • Time Management tools techniques and resources for HR professionals.
  • Being pulled in different directions and how to manage this.
  • How to deal with confidence issues and manage imposter syndrome.
  • How to influence in your role.

Fay Wallis

If you work in the HR or People team and want to have a successful and fulfilling career but have a challenge that’s getting in the way, I’m here to help. A qualified career and executive coach with a background in HR, here are some of the ways I can support you with building your skills, confidence, opportunities and impact at work:

𝗛𝗥 𝗣𝗟𝗔𝗡𝗡𝗘𝗥
Why not download the free condensed pdf version of my popular HR Planner? It’s a brilliant tool to help you get: clear on your work & career goals, organised & on top of your workload, and ready to make an impact & impress in your role.

Here’s the link to download your copy:
 https://www.subscribepage.com/hrplanner2023waitlist

𝗣𝗢𝗗𝗖𝗔𝗦𝗧
HR Coffee Time features regularly in the top 10 Apple UK Careers Podcasts Chart, and hit the Number 2 spot in April 2023. It’s created especially to help you with your HR/People career. You can find it by searching for ‘HR Coffee Time’ on all the major podcasting platforms, or visiting this page of the Bright Sky website:

 https://www.brightskycareercoaching.co.uk/hr-coffee-time-podcast/

𝗦𝗘𝗥𝗩𝗜𝗖𝗘𝗦
• 1:1 coaching
• Inspiring HR – group coaching programme
• Interview coaching
• Career change coaching
• Online courses for LinkedIn and CV writing

𝗕𝗔𝗖𝗞𝗚𝗥𝗢𝗨𝗡𝗗
After founding Bright Sky Career Coaching in 2016 and spending several years helping hundreds of people across many sectors and levels with their careers, I realised that I got the most joy from coaching HR and People professionals. So, since September 2022, I now focus all my efforts on supporting them.

To help more ‘People people’, I’ve hand-picked a small team of expert coaches, also with an HR background, who work alongside me and share Bright Sky’s values of:

𝗩𝗔𝗟𝗨𝗘𝗦
• Empathy: We are warm, understanding and supportive.
• Expertise: Our coaches are highly qualified, with relevant HR backgrounds.
• Empowerment: We ensure our clients have the confidence, energy and skills to move forward.

We’re here to give you what you need to get to where you want to be. And if we’re not a good fit, we’ll point you to someone who is.

▶︎ 𝗚𝗘𝗧 𝗜𝗡 𝗧𝗢𝗨𝗖𝗛
𝗘𝗺𝗮𝗶𝗹: fay@brightskycareercoaching.co.uk
𝗣𝗵𝗼𝗻𝗲: 0330 223 2761
𝗪𝗲𝗯𝘀𝗶𝘁𝗲: https://www.brightskycareercoaching.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

Direct download: 220_-_Final.mp3
Category:general -- posted at: 4:00am EDT

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

Direct download: Episode_219_-_Final.mp3
Category:general -- posted at: 4:54am EDT

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

Direct download: 218_-_Final.mp3
Category:general -- posted at: 5:00am EDT

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

Direct download: Episode_217_Final.mp3
Category:general -- posted at: 5:00am EDT

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

Direct download: 216.mp3
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