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The claimant was dismissed by reason of gross misconduct and in particular.
Please set out key requirements and things that might catch an employer out in relation to maternity leave and maternity rights before and after leave has been taken.
Although Gender Pay Gap (“GPG”) reporting will seemingly not be required until Stormont is up and running, are there any steps that businesses can take in the meantime? What are the key differences between GPG reporting in NI and GB?
Is compensation awarded for injury to feelings on the increase? Is there any practical advice that can be given in taking steps to reduce injury to feelings costs?
If terminating during probation is it necessary to follow the statutory dismissal / disciplinary procedures?
An employee with a disabled child has submitted a request for flexible working. Can the employer refuse this application?
An employee has recently taken some time off work citing mental health issues. The employee has never raised such health concerns with us before. Do we have any duty in relation to the employee given that the employee has never disclosed his medical history of mental illness?
Due to an unexpected and unfortunate downturn in business, I am forced to make some staff redundant. One of the employee’s most suitable for redundancy is currently on maternity leave. Is there anything I need to consider before I make the final redundancy decision?
An employer appoints someone with a disability and puts in place the necessary changes to the working environment to enable the employee to carry out their role. After the first year of probation, it is becoming clear that the employee is having difficulty in meeting the requirements of the position. What action should the employer take to deal with the situation without finding themselves in a breach of the disability legislation?
What is the current position in relation to disability absences being taken into account by an employer for disciplinary action?
One of my employees has alleged that their line manager is sexually harassing them. How should employers approach this issue?