Managing employees/workers

New and updated

• Type:

  How to

  How to handle grievances

  Practical guidance on handling grievances, including the Acas code of practice; investigating the grievance; preparing for and conducting the meeting and the outcome of the grievance.

• Type:

  FAQs

  Where a risk to a new mother has been identified that cannot in itself be avoided, what is the first step that the employer should take?

• Type:

  FAQs

  Where an employer reduces a new mother's working hours to avoid a risk to their health and safety, can it reduce their pay accordingly?

• Type:

  FAQs

  Where it is not reasonable for an employer to alter a new mother's working conditions or hours of work, or doing so would not avoid the risk to their health, what should it do?

• Type:

  FAQs

  What does "suitable" alternative work mean in relation to a new mother who cannot do their normal job for health and safety reasons?

• Type:

  FAQs

  What are the consequences for a new mother of refusing an offer of suitable alternative employment made for health and safety reasons?

• Type:

  Employment law cases

  Female Muslim discriminated against for not wearing a headscarf

  In this case, an employer's religion-based intolerance led to a successful discrimination claim.

• Date:

  15 September 2010

  Type:

  Employment law cases

  Discipline: Consolidation, with the employee's consent, of old and new allegations at a second disciplinary hearing was fair

  In Pinto v Gloucestershire NHS Primary Care Trust EAT/0351/09, the EAT held that an employer acted reasonably in dismissing an employee for gross misconduct after she agreed that a final written warning should be set aside, and the allegations that led to it considered in a fresh disciplinary hearing, together with a number of new allegations of misconduct.

• Type:

  FAQs

  Can an employer deal with a grievance informally?

• Type:

  FAQs

  What should an employer do if an employee retracts a grievance?