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In July we reported the Advocate General’s opinion in Achbita v G4S Secure Solutions NV. It was not direct discrimination for an employer to ban a Muslim employee from wearing a headscarf at work if that ban was not based on stereotypes or prejudice against a particular religion, or religions, or against religious beliefs in general. Any indirect discrimination may be justified by the legitimate need to enforce religious and ideological neutrality.
For all its good points, social media presents countless challenges for employers and employees. In particular, employers will be at pains to not be associated with any comments made by their employees that are ill-advised or offensive.
Thorneycroft Solicitors are delighted to announce the appointment of Heather Gaunt in the position of Associate Director and Head of the Wills, Probate and Trust Department. Heather takes this role as part of the ongoing expansion and development of the firm’s Private Client Services.
1st October means one thing: changes to the National Minimum Wage. Here goes:
The duty to make reasonable adjustments can tie employers up in knots. What is reasonable in one case won’t necessarily be reasonable in another. It really comes down to how far the employer should go to combat the disadvantage that the employee has been put to at work because of their disability.
The Health and Safety Executive have investigated a metal company after an agency worker was injured when a trolley carrying 900kg of stainless steel bars fell and crushed his leg and foot.
A woman who was with her partner for 16 years, has started a legal bid to get unmarried couples to have the same rights as married couples with regards to bereavement damages.
A grieving widow is to sue The East of England Ambulance Service NHS Trust and the Private Ambulance Service Ltd company for compensation after numerous errors from staff resulted in the avoidable death of her husband.