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The claimant was dismissed by reason of gross misconduct and in particular.
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?
Can you provide an indication of what is appropriate absence for sick leave that is not continuous but significant?
What can an employer do if an employee goes out sick with stress during a disciplinary process?
I would be grateful if you could give me some guidance on the following issue - If an employee who is on sick leave wants to carry out some work from home in order to not fall behind, how would this impact on his sick pay?
What is the current state of law in relation to disability absences being taken into account by an employer for disciplinary action?