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Being a member firm of the Brain Injury Group and as one of the UK’s leading firms of solicitors specialising in catastrophic injury claims we have seen first hand, the devastating consequences road accidents can have on both victims and their loved ones.
Accidents by their very nature are unexpected and largely unpredictable. On the other hand, when it comes to accidents in the workplace there are a variety of solutions that can help you avoid a personal injury when people are working dangerous jobs.
When it comes to having your wishes respected after you have passed away there is one document that is essential and that is your Will.
When it comes to dangerous workplaces construction sites are ranked amongst some of the most hazardous.
Being surrounded by heavy machinery, materials being loaded and unloaded and unique hazards and obstacles seemingly at every turn, it can be difficult to avoid personal injury.
OMG! Emoji!
You know those buttons at places like airports and service stations that customers can press to show that they feel happy, unhappy, or indifferent about the service they have received? Well, it seems that Sports Direct has implemented something similar to discover how staff feel about the working conditions at one of its warehouses.
Asda Stores Ltd v Brierley and others
Thousands of Asda employees will have waited with bated breath for the latest development in their equal pay claims.
That development was in the form of the Employment Appeal Tribunal’s (EAT) decision on Asda’s appeal. An employment tribunal had decided that these Asda employees (almost all female) were entitled to compare themselves, for the purposes of their ‘work of equal value’ claims, against mainly male distribution employees who earned more. Notably, those distribution employees were based at depots and not at the stores in which the women worked.
Aziz v The Freemantle Trust
Ms Aziz was a care worker who had relocated to the Trust’s Dell Field Court site. Issues arose between her and two other workers, and this triggered a period of difficulties, complaints, suspensions, absences and grievances.
Guisado v Bankia SA
Pregnant workers in the UK are protected by the Equality Act. The legislation makes pregnancy and maternity discrimination unlawful, the relevant period being the start of the worker’s pregnancy to the end of their maternity leave or when they return to work (if earlier).
It is also automatically unfair to dismiss a worker, or to select her for redundancy, when the reason or main reason is connected to her pregnancy or statutory maternity leave. This doesn’t mean that a pregnant woman or a new mum cannot be dismissed, but employers must be careful to ensure that the reason for this is not pregnancy/maternity-related.
British Airways v Pinaud
People who work part-time are protected from being treated less favourably than their comparable full-time colleagues. The question in Ms Pinaud’s case was whether working more than 50% of full-time hours but not being paid more than 50% of a full-time salary was less favourable treatment.
Barbulescu v Romania
Back in 2016, the European Court of Human Rights (ECtHR) held that a worker in Romania who had been dismissed for his personal use of the internet at work had not been dismissed unfairly because of the employer’s monitoring of his internet usage.