Adrian Fryer
Where an employer knows (or ought to know) an employee is disabled, the duty to make reasonable adjustments applies. Under Equality Act 2010, employers must make adjustments to remove any substantial disadvantage that the employee would otherwise face at work because of their disability. The employer only has to make such adjustments as are reasonable.
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The law protects employees from unfair dismissal on health and safety grounds. If an employee, in circumstances of danger which he reasonably believed to be serious and imminent, proposed to take steps to protect himself from the danger and was dismissed as a result, he will have been automatically unfairly dismissed under section 100(1)(e) Employment Rights Act 1996.
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There are two claims which can be brought by employees associated with whistleblowing. The first is a claim of detriment. Employees can claim against their employer (and a wider category of individuals including colleagues) for unfavourable treatment on grounds of whistleblowing. This is a detriment claim. Employees can also bring a claim against their employer for automatic unfair dismissal where they claim that the main reason for their dismissal is whistleblowing.
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The government has created an entirely new system of holiday accrual and holiday pay for part-year workers and irregular hours workers. For holiday years beginning on or after 1st April 2024, their holiday rights will no longer come from Regulation 13 and Regulation 13A Working Time Regulations 1998 as with all other workers. Their rights will be set out in Regulation 15B Working Time Regulations 1998.
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Agency workers are different from employees and workers. They have a contract with an agency. The agency provides their services to a hirer. Typically, there is no direct relationship between the agency worker and the hirer.
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The recent case of Omooba v Michael Garret Associates and others has placed religion and belief discrimination back in the spotlight.
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The law has, for a long time, given extra protection from redundancy to those on maternity, adoption, or shared parental leave. They have the right of first refusal of any suitable alternative roles which exist in a redundancy situation.
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The Government has announced that, with effect from 7th April 2024, the rate of a week’s pay for the purpose of calculating family leave in the UK will rise to £183.04 per week. This rate increase impacts statutory maternity pay, shared parental leave pay, adoption pay, paternity pay and parental bereavement pay.
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The Government has announced the proposed annual increase in compensation limits for certain tribunal awards and other statutory payments. The changes, which take effect from 6th April 2024, include:
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Partner
Charlotte qualified as a solicitor in 2006, and joined Bermans in March 2024 as a Partner in our Corporate team based in Manchester.
Her main areas of work focus on:
Charlotte quotes:
Quality client care is at the core of how I deliver my services. I aim to support clients by delivering a truly bespoke service. I get to know clients and their business and work with them to deliver an agreed plan. Legal knowledge and expertise isn’t the core of what I do, it’s the means by which I deliver the client’s goal.
Contact Charlotte:
E: charlotte.mills@bermans.co.uk
T: 0161 827 4614
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