Redmans Solicitors

Employment Tribunal shouldn’t substitute own view for that of the employer

December 11, 2012

In this post we’re going to take a look at the “range of reasonable responses” test in unfair dismissal claims and examine (in particular) what this test is, how it should be applied by the Employment Tribunal in unfair dismissal cases, and when a decision of the Tribunal may be open to challenge on this […]

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Can I be suspended from work without pay?

November 7, 2012

If you’ve been suspended from work or think that you may be suspended from work then one of the first things that you’ll want to find out (apart from, obviously, what the potential consequences of your suspension are) is whether you’re being suspended on pay or not. This post will address this issue and offer […]

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“Shares 4 Rights” scheme mooted by Chancellor of the Exchequer

October 15, 2012

The pandemonium that is the Conservative Party conference engulfed Manchester last week. As is usual, the major party political leaders gave their speeches, with George Osbourne announcing something particularly interesting – the launching of an employee-ownership scheme which has been dubbed “Shares 4 Rights” in some quarters. This has received quite a bit of analysis […]

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Recording a grievance meeting at work

October 8, 2012

If you’ve submitted a formal grievance to your employer then it’s likely that you’re unhappy with some aspect of your workplace. Whether your grievance relates to the way you’ve been treated at work, your colleagues’ attitudes to you or your workload it can often be a stressful and confusing time. Employees often distrust how their […]

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Employment Tribunal Case Management Discussion – What you should expect and how to undertake them

September 24, 2012

If you’ve submitted an Employment Tribunal claim for unfair dismissal, constructive dismissal or discrimination in the workplace then the Employment Tribunal may schedule a Case Management Discussion. This is more likely in discrimination cases as the Employment Tribunal normally issues directions without a Case Management Discussion in cases which only involve unfair dismissal. A Case […]

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Government again considering changes to unfair dismissal law

September 12, 2012

Reports surfaced in the Daily Telegraph this week that the Government is, post-reshuffle, considering making changes to employment law in the United Kingdom, ostensibly with the purpose of boosting lack-lustre economic growth. Peter Fallon has commented on the possibility of making it easier for employers to fire employees (and subsequently had his hand slapped by […]

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Can I claim unfair dismissal if I don’t have 12 months continuous service?

September 5, 2012

Most workers are aware of the existence of their right to claim unfair dismissal if their employment is (unfairly) terminated. However, although workers are aware of the abstract nature of the right, they are often unaware of the most basic content of the right to claim unfair dismissal. One of the most basic elements is […]

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Stress at work – how you should deal with it

August 28, 2012

The workplace is an inherently stressful environment. It is estimated that in 2008 13.5 million working days in the United Kingdom were “lost” to stress, costing employers up to £381 million pounds per year. As well as being bad for business, stress also has a pernicious effect on employees: stress at work not only affects […]

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What are your options if you’re falsely accused of a crime at work?

August 21, 2012

If you’ve been accused of a crime at work then this can be extremely confusing and is bound to be stressful to you. It can, in the worst case scenario, lead to you losing your job. You’ll want to get advice from expert unfair dismissal solicitors to ensure that you’re making the right decisions and […]

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Race harassment in the workplace – how to identify it and protect yourself

August 17, 2012

A recent Daily Mail article demonstrates the continuing pervasiveness of racial discrimination and harassment in the workplace. Mrs Davies, a former Job Centre employee, was subjected to race-related harassment and was forced to resign from her employment because she objected to racially offensive conversations during working hours. She subsequently claimed in the Employment Tribunal for […]

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