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The claimant was dismissed by reason of gross misconduct and in particular.
One of our employees has gone off work as his wife died suddenly a few weeks ago. What should we do in this instance and is it appropriate to ask him when he will be returning? We have no policies in place for bereavement?
We have an employee currently on sick leave with back problems. She has recently posted photos on Facebook showing her socialising and dancing on a night out. These photos have been shared with some of her work colleagues on Facebook and we have been notified. Can we dismiss her for gross misconduct?
What happens if there is conflicting advice from a GP & Occupational health professional? OH advise fit to work and GP advises against the fitness; what should a company do?
How long must we wait for an employee to participate in an Investigation where the he is providing medical certificates confirming too stressed to participate?
One of our employees took part on our grounds in the Ice Bucket Challenge. It seemed like a good idea and was to raise money for charity. However, one of the employees tipping a bucket slipped and damaged vertebrae in her back. She’s now off sick and threatening to sue us because we allowed the thing to take place without adequate warnings. We didn’t encourage it – we just let the employees get on with it. Where do we stand legally and is this another case of health and safety gone mad?
Does dismissal for absences due to post-natal depression arising after maternity leave amount to sex and/or pregnancy and maternity discrimination?
An employee was hired on a fixed term contract, however, soon after they were absent on grounds of sickness and the medical certificates submitted indicate a serious mental health issue with sick leave likely to extend for the foreseeable future. A three month probationary period applies to all new employees and no sick pay is given during the probationary period. Can the company dismiss on grounds of capability whilst the employee is absent on sick leave?
What is the requirement around calculating sick pay for part time employees?
Can an employer ask a medical adviser is an employee fit to attend a disciplinary hearing?