Bullying & Harassment Resources

Age discrimination claims to employment tribunals have risen steeply since the pandemic, and a recent case has highlighted the challenge for employers using a mandatory retirement age.  

A recent employment tribunal found in favour of a woman – a sales manager for a small estate agent in London, and a mum of one – whose request for more flexible working was refused by her employer.

With the Covid-19 vaccine fast being rolled out across the country and all over 18’s to be offered a first dose by the end of June 2021, the Government has now mandated that all people working in elderly care MUST be vaccinated in order to continue to do this work. The new legislation, which is subject to Parliamentary approval, is expected to come into force from October.

At Banner Jones Solicitors, we can help with all aspects of employment law. In this video, we will discuss restrictive covenants and how they can impact you. For more information, watch our video. 

Katie Ash explains and answers some questions about settlement agreements.

As the UK prepares for the end of the Brexit transition, new laws will be coming into place from 1st January 2021 which will affect businesses, as well as the people who work in them. But what are the expectations on you as an employer?

As a working parent it can often feel like you overcome one obstacle only to be met with another. The start of the new school year brings with it the challenge of fitting the school run in to an already full working day. The average school day is between 9am until 3pm, give or take 15 minutes either side, which is shorter than the traditional 9-5 working day. Whilst wrap around school care is often available to cover the gap, this is not always a feasible or desired solution.

As an employer, you will know just how important the wellbeing of your staff can be, but it’s not always easy to implement. At a recent ‘Listen & Learn’ event in Chesterfield, Banner Jones Solicitors’ Employment Law team discussed the importance of having a wellbeing focus in the workplace and, in this article, Head of Employment Law, Katie Ash focusses on the methods of best practice when it comes to ensuring that strategies are all encompassing and effectively implemented.

The ‘gig’ economy is characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs. Depending upon your viewpoint, it is either a positive working environment that offers a great deal of flexibility (for example, employment hours in the control of the individual) or it is a form of worker exploitation with very little protection (for example, lack of paid holidays, sickness benefit and so on).

For a new business the first year is all about survival, but what happens when your business is doing more than just surviving and is starting to flourish? As a business grows it is inevitable that the amount of time that needs to be invested to secure its future is too much for one person, particularly if that person is a working parent wanting to maintain a sensible work-life balance.

Being told that your job is at risk of being made redundant is a devastating blow for anyone. Redundancy can have a significant financial impact on you and your family. This guide will give some useful action points that can help you understand your rights when facing redundancy and steps you can take to try and find other employment.

Complying with GDPR is the responsibility of every employee so we’ve written some tips on how you can help your business stay compliant.

What is the “gig economy” and how large is it? The gig economy is defined as “a labour market characterised by the prevalence of short-term contracts or freelance work as opposed to permanent jobs”.

What do you need to know? The General Data Protection Regulations (‘GDPR’) come in to force on the 25th May 2018 and whilst the Regulations are new, the principles and requirements are not. The GDPR is an overhaul of the Data Protection Act 1998 (‘DPA’), and extends to the processing of personal data of all data subjects in the whole of the EU. Brexit will not prevent businesses from needing to comply with the Regulations. In practice for those businesses that have already been complying fully with the DPA, they should not need to undertake much work to ensure that they are compliant with the GDPR, and will at the very least have the basics in place.

As the Nation waits with baited breath to discover what the Government’s strategy for leaving the EU will be, when it will happen and whether it will be a ‘hard’ or ‘soft’ Brexit, many employers are, unsurprisingly, concerned about what the future of employment law will look like. How quickly will it change, what will their obligations be, and what steps will they need to take to ensure compliance?

The Court of Appeal recently ruled that a senior manager’s negligence in failing to ensure that a colleague followed company policy could amount to gross misconduct justifying the manager’s summary dismissal.

A recent study has found that only one in three employees believes their employer cares about their financial wellness.

We’re living in a world where employee benefits are perhaps more varied than ever before.

We have developed an Unfair Dismissal Guide for Employees to provide you with essential information on employment rights, capability, conduct, gross misconduct, redundancy, illegality and automatic unfair dismissals.

Around 50% of us make a New Year’s Resolution to 'sort out the finances’ but for most of us it's more of a wish than a firm commitment to take action. Looking at the January appointments we’ve had with wealth management clients here are the topics that we’ve discussed most often. If you’re determined to sort out your finances, these may give you some food for thought.

The courts recently found that a bank had failed in its duty to investigate an assertion by a debtor that a restricted-use credit agreement had been rescinded before reporting to credit reference agencies that the debtor was in default.