Articles by ‘Malcolm Gregory’

With the festive season now in full swing, hopefully it’s only the repetitive Christmas music giving you a headache. However, without wanting to sound like Scrooge, you must be aware during the festivities of employment law issues that could cause an even bigger headache.

The UK Government has reached a deal in principle with the EU in connection with citizens’ rights.

Following the recent revelations in the celebrity and political world we have seen more attention on this problem. A BBC Radio 5 survey found that 52% of the participants experienced sexual harassment in the workplace, showing how widespread this issue is.

Ten senior managers left a leading healthcare consultancy to set up and join a business in direct competition with it.

Our specialist Business Immigration team invites you to attend our immigration seminars in November.

Staff at the Swindon and Marlborough offices of UK Top 100 law firm RWK Goodman have chosen a local charity, founded in memory of a colleague’s son, as the main beneficiary of their fundraising activities…

Suspension of a professional without considering the evidence of wrongdoing, and alternatives to suspension, is likely to be unlawful, a top court has ruled.

“Hounded from her job after a string of racist remarks … stress of it led to a miscarriage?” “Uber’s sexual harassment case shines a light on a start ups culture of defiance”

Headlines like these are the stuff of nightmares for corporate Boards and the last thing CEOs want to spend their time explaining to concerned shareholders. However, even in the best run organisations, claims with the potential to generate this type of publicity can be an occupational hazard.

Best practice guidance is readily available in the form of ‘Acas code of practice on disciplinary and grievance procedures’ which sets a benchmark for employers to deal fairly and consistently with employee misconduct and complaints.

The Conservative Party pledged in their 2010 manifesto to reduce net migration to “tens of thousands”, to reach the levels seen in the 1990s. The target was then dismissed as fanciful, and was not achieved. Riding high on the Brexit wave, Prime Minister Theresa May has returned to the populist theme in the 2017 manifesto, asserting that reducing net migration from 273,000 to tens of thousands is “sustainable”. But how?

It’s an all too familiar situation which many employers find themselves in. There’s an employee who hasn’t been performing for some time, they haven’t done anything drastically wrong, but they just aren’t up to scratch. The employer feels too uncomfortable to say anything – perhaps they are a long standing employee, a good friend or a difficult character. Or, the employer simply doesn’t find the time to address the situation and keeps putting it off. This goes on for a while until the employer decides enough is enough and dismisses the employee for poor performance.

Amidst a flurry of headlines, the European Court of Justice (the “ECJ”) has once again dipped its toe into the employment arena and specifically the thorny subject of religious discrimination.