Kate Russell

The case of Mba v The Mayor and Burgesses of the London Borough of Merton gives employers some useful guidance as to how they should deal with an employee whose religious beliefs conflict with the requirements of the workplace.

Sometimes the information contained on the ET1 is rather sparse. Where the claimant has not provided sufficient information about his claim, you can ask him to provide additional details. For example, if the claimant alleges discrimination, but gives no examples of when the alleged discriminatory acts occurred you can write to him requesting further and better particulars.

So what steps can you take to ensure that your communication is clear and effective? Getting the message across is a two-way process. You have a[...]

There are many things which an employer can do to reduce the risk of an employment tribunal claim. Software alone is clearly not going to keep you tribunal free, but we have[...]

What can be considered as adequate will depend on the bribery risks the organisation faces.

If the end of the employment relationship is inevitable, then make it as pain-free as possible. Good manners, common sense and[...]

It's absolutely right and proper that those with a protected characteristic should not suffer unlawful discrimination and should be supported to reach their potential.

It has been posited that many businesses would hire more people if it wasn't so difficult to let them go, for example, if they underperform, if times get tight, etc. I agree entirely that employers are struggling under a ridiculous burden of cost, excessive administration and a slowly increasing culture of reduced work ethic and personal accountability and far greater insistence on ‘human rights'.

There is a real opportunity for those seeking work to get some useful experience. However, if jobseekers[...]

In health and safety cases, the employer's view of the situation is not relevant. If the employee genuinely believes that there is danger...