Markel Law Insights

Warehouse worker unfairly dismissed for allegedly lying about the cause of an injury at work

Latest news from the ICO

What adjustments would be reasonable for small businesses?

October 14, 2019 | Joanna La Roche

Mental Health in the Workplace

The 10th of October was World Mental Health Day, giving much needed exposure to a very important issue. But employers must remember that mental health problems can affect anyone on any day.

October 14, 2019 | NCC Group

Updates can help protect your business from cyber attack

A cyber-attack can have a detrimental impact on a business, not only on its finances, but also its reputation and client confidence. In this article we discuss how businesses can protect themselves from a cyber-attack.

September 18, 2019 | Hannah Thomas

How should employers deal with allegations of sexual harassment in the workplace?

Employers are required to minimise the risk of sexual harassment in the workplace. Unless employers can show they take reasonable steps to prevent such acts occurring (such as having a dignity at work/anti-harassment policy in place, which is consistently enforced) they may be vicariously liable for harassment carried out by their employees. Where an employee raises a specific allegation of harassment, the employer must be able to demonstrate that it has carried out a reasonable investigation and reached a reasonable conclusion based on the evidence.

September 13, 2019 | Awani Patel

Employee fined £2,000 for health and safety failings

We often hear about cases where a business has been prosecuted for health and safety offence; but in this case the employee was fined £2,000 after an apprentice sustained injuries after falling from height.

September 11, 2019 | Hannah Thomas

Can employers still use the “last in, first out” criterion as a method of redundancy selection?

The selection criteria an employer adopts to decide which employees are to be chosen for redundancy are of great importance. While employers are given some latitude to tailor their staffing requirements to suit their business needs, the criteria used for redundancy selection must be reasonably objective and applied by the employer in a fair and reasonable way. It must not be discriminatory. In some cases, the criteria used could indirectly discriminate against employees, for example on the grounds of age.