Giving references

Giving references Employers have a duty of care to employees when writing a reference. You must exercise reasonable care and skill. The reference should be true, accurate and fair. You must take reasonable care that it is not misleading by what is included or omitted from it. If you provide a reference and it contains…

BULLETIN – MAY 2018

BULLETIN – MAY 2018 Welcome With the gender pay gap reports now published, we know that there is a significant gender pay gap in the UK with men at many companies being paid on average more than women. It does not necessarily mean that those businesses have an equal pay problem – that depends on…

BULLETIN – MARCH 2018

BULLETIN – MARCH 2018 Welcome You may remember the press coverage of the investigation into the former children’s charity Keeping Kids Company and its eventual liquidation in the summer of 2015. The Employment Appeal Tribunal has now ruled that the charity breached collective redundancy laws by failing to collectively consult in the run-up to it…

Settlement discussion

Sometimes things don’t go well with an employee. They may not perform well, their behaviour may not be up to scratch or they may just not be a ‘fit’ for your business. If this happens, you may want to have a confidential discussion with the employee with a view to them leaving the business, without…

Detriment for blowing the whistle

Employees who are whistleblowers have protection from dismissal and detriment (being treated badly) because they blew that whistle on their employers. These so called ‘protected disclosures’ could be disclosures of information about a criminal offence, or breach of health and safety, or other legal obligations. An example of a detriment is refusing to promote someone…

Refusing to work in protest

An employee who refused to do work after suffering a discriminatory demotion has lost his court case. Mr Rochford was Senior Vice President of a WNS Global Services. He was off work for a year with a back condition (which was a disability). He eventually returned to work on full pay. However, his employer refused…