I am business owner forced into litigation by the wrongdoing of another – can I recover damages for lost staff time?

Potentially. Where staff must be diverted from their usual tasks, damages for significant disruption caused to the business may be recoverable. This must not be confused with time spent by your staff preparing for court proceedings. Damages for business disruption will not extend to time “lost” building your case against the Defendant. They are limited […]

Continue reading

Are you an intermediary? Are you affected by the new legislation?

New legislation has been implemented to prevent intermediaries and individuals using deceptive methods to reduce employment tax and avoid the provision of employment rights. Such methods include the portrayal of false self-employment and the supply of workers from an off-shore location. Intermediaries are organisations that make arrangements for someone to work for a third person, […]

Continue reading

Transgender Rights: Harassment and Discrimination in the workplace

Late last year we fought a case for a transgender woman who was being discriminated against and harassed by her employer and colleagues. This woman had worked for the company happily for an astounding 23 years, yet despite the rapport and connections that she had built up, things changed frighteningly quickly following her transition.We find […]

Continue reading

Disabled Relative: Your Employment Rights

An employer’s duty, to make reasonable adjustments for a disabled employee, does NOT extend to an employee who is “associated” with a disabled person. What does associated mean? The Court of Appeal in Hainsworth v Ministry of Defence [2014] EWCA Civ 763 determined on 13 May 2014 that an employer’s duty, to make reasonable adjustments […]

Continue reading

Flexibility & Time Off for Dependants

You are legally entitled to take a reasonable amount of time off to deal with certain emergencies involving certain dependants. This leave is called Time Off For Dependants.  Time Off For Dependants can be taken, for example, if a dependant falls ill or is injured, if care arrangements break down, or to arrange or attend […]

Continue reading

What is Discrimination?

Do you know your maternity rights or rights on returning to work? At A City Law Firm Limited, we have a team of lawyers offering specialist advice on all aspects of employment law. We appreciate the stress (and joy) of becoming a mum and are here to support you with legal advice tailored to you […]

Continue reading

Paternity Leave and Pay: Know your rights

Statutory Paternity Leave is a maximum of two weeks’ leave, following the birth of a child, taken in order to support the mother or care for the new child.  It can be taken as a single week or two consecutive weeks. It cannot be taken as odd days or as two separate weeks.  Statutory Paternity Leave […]

Continue reading

Maternity Leave and Pay: Know Your Rights!

Pregnant employees are entitled to take 26 weeks’ Ordinary Maternity Leave and 26 weeks Additional Maternity Leave, irrespective of their length of service or the number of hours worked each week.  You may not return to work during the two weeks immediately following the birth of your child (four weeks for women who work in factories). You […]

Continue reading

Social Media in Recruitment

Relying on social media in recruitment could expose you to a discrimination claim. Employers should aware of the risk of researching candidates on social media resources exposing them to potential discrimination claims. Referring to information in the public domain, posted by the candidates themselves, may seem like a harmless exercise. However, the information gained via […]

Continue reading

Seldon Judgment: Compulsory Retirement

One of the most significant judgments on age discrimination was handed down on 25 April 2012 by the Supreme Court.  However, critics warn that the judgment may have left the door open for businesses to set their own retirement age for staff. The case involved a former law firm partner who brought a claim of age discrimination […]

Continue reading

They think I am gay: Can I be discriminated against?

If I am treated less favourably because service providers or my employer THINKS I am gay, but doesn’t know for sure is this still discrimination? The Employment Equality (Sexual Orientation) Regulations 2003 prohibit discrimination and importantly, the law not only makes it unlawful to discriminate on grounds of a person’s actual sexuality but also their perceived […]

Continue reading

Social Media in employment cases

Employee’s and Employer’s should be forewarned that Facebook, Twitter and other social media cites can lead to grievances, disciplinary action and employment cases/ hearings…. People assume that because social media sites are social and they have set their own private profiles nothing can be used against them by their employer….wrong. If you discriminate against fellow […]

Continue reading

Skype used in the Employment Tribunal

The Reading Employment Tribunal is the first Tribunal known to have allowed a case to conclude via Skype. The Tribunal rules allow all hearings to be wholly or partly conducted using electronic communications (such as video conferencing) where it is considered just and equitable to do so.  However, the Reading Employment Tribunal recently allowed a witness to give […]

Continue reading

HIV and the Workplace

Does my employer have the right to know that I am HIV positive? You are not obliged to tell your employer or work colleagues anything about your sexual orientation or HIV status. However, there may be advantages to you for disclosing this to an employer you trust. For example: you maybe taking sick leave to […]

Continue reading

Using Social Media at Work

Employees who discuss their opinions openly on websites are at risk of finding that their messages are deemed malicious, damaging, and / or unlawful. Disciplinary action could easily follow. Human rights, such as freedom of expression, may not be a good enough defence for an employee accused of gross misconduct resulting from alleged malicious or […]

Continue reading

Disability:Reasonable Adjustments

As you all know treating a person less favourably because of their disability inside the workplace and during the recruitment process is against the law. However, it is not always as clear as people think as to who is disabled. Not all disabilities are obvious. You can have a mental condition or an ailment as […]

Continue reading