Podcasts about employment tribunals

David and Simon are back with a new series of Having a NattteRR – the podcast that inexplicably combines terrible banter and employment law. In this episode, they discuss the Employment Tribunal decision in Littlewood v Nuffield Health, a noteworthy whistleblowing and constructive unfair dismissal case. David talks listeners through the facts before Simon examines the judgment and the Tribunal's reasoning. Away from the legal issues, listeners are treated to a fascinating diversion into the historical origins of his son's running shoes.

Send us Fan MailHeather Binning is joined by two of the Darlington Nurses - lead claimant Bethany Hutchison and Lisa Lockey.In 2023, eight nurses from the Day Surgery Unit at Darlington Memorial Hospital filed a discrimination claim against County Durham and Darlington NHS Foundation Trust for for sexual harassment and sex discrimination.Female staff were forced to share their female changing room with Rose Henderson, a male member of staff.  Henderson was described by the tribunal as "a biological male who identifies as female and has the protected characteristic of gender reassignment".The Employment Tribunal ruled that the NHS unlawfully discriminated against and harassed the nurses by requiring them to share female-only changing rooms with a male member of staff, and confirmed that the Trust's policy allowing men into women's spaces was unlawful and violated the rights of female staff.Bethany and Lisa speak candidly about what drove them to take action and the underhand tactics deployed by management before and during the tribunal.Hear first-hand accounts of the highs and lows of their legal battle and how some colleagues, through fear or pressure, have distanced themselves from the women.Bethany also discusses the newly formed Darlington Nursing Union, founded to help other medical professionals fight unlawful treatment.---Useful Links:Twitter: @DarlingtonUnionFacebook: https://www.facebook.com/p/Darlington-Nursing-Union-61566543745560/Email:  info@darlingtonnursingunion.ukChristian Legal Centre: https://christianconcern.com/about/services/christian-legal-centre/Tribunal Transcript: https://tribunaltweets.substack.com/p/eight-nurses-v-county-durham-and---If you would like to apply to JOIN the Women's Rights Network, please visit https://www.womensrights.network/join-wrnIf you enjoyed listening to this podcast and would like to hear more, go to womensrights.network/wrn-podcast to listen, download and subscribe to more of our episodes.  And if you'd like to join our conversations, go to womensrights.network/join-wrn

In this episode 266 of the podcast I am covering a topic that has been much discussed among the Real Employment Law Advice team and which is causing increased stress and time for employers and managers, the use of AI by disgruntled employees. We are seeing a significant increase in AI being used by employees to draft grievances, prepare complaints, challenge decisions and fuel their desire to pursue Employment Tribunal claims.   In this episode of the podcast I cover: Trends we are seeing on a practical level Implications for employers The challenges of seeking to resolve disputes when employees have inaccurate AI 'advice' How AI is changing employee expectations What employers and managers can do to mitigate the risk of disputes arising What employers and managers can do to limit situations escalating when issues do arise Why taking proactive steps to be a good employer is your best defence   Key takeaways: AI is here to stay and more and more employees will access 'advice' from their AI assistant in future and it is those employers who take the time to invest in good robust processes and procedures and truly look after their employees who will find that the time investment now will pay dividends later on. As a member of our HR Harbour Membership service we can help you to be the best employer you can and truly mitigate the risk of spurious and time consuming AI driven disputes. You can find more information about the service here: HR Harbour   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006   We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw   The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Employment Tribunal awards compensation for an employers failure to make adjustments in the probation period In this episode 265 of the podcast I am covering a recent case decided by the Employment Tribunal where an employee was awarded compensation after the employer failed to make reasonable adjustments in the probation period. The case of Ms  Khorram v Capgemini emphasises the importance of effectively managing probation periods and the requirement to make reasonable adjustments for employees with neurodivergent conditions.   In this episode of the podcast I cover: When you need to consider reasonable adjustments What reasonable adjustments to consider for an employee with ADHD Why probation periods matter When to obtain medical support and/or an occupational health assessment Why compensation for Ms Khorram was limited by the Tribunal   Key takeaways: Employers need to ensure managers are trained and aware of the importance of following occupational health advice and making reasonable adjustments for an employee who is placed at a disadvantage at work due to their disability. You need to have good probation processes and regular communctaion in place.   You can read the full Judgement from the main Hearing and the Judgement from the remedy hearing here: https://www.gov.uk/employment-tribunal-decisions/ms-b-khorram-v-capgemini-uk-plc-6004705-slash-2024   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.   How To Effectively Manage Probation Periods: Training for Managers Online training Monday 15th June 2026 at 10:30am (90 minutes) £75.96 per person Book now here: https://www.eventbrite.com/e/1988753783101?aff=oddtdtcreator     Still not sure about the Employment Rights Act and what you need to do? Why not attend our Free Webinar for Employers on Monday 18th May at 10:30am Register to attend here: https://tinyurl.com/bddck4ut     Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006   We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw   The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode, Partners, Beth Hale and Emma Bartlett, and Senior Associate, Gabrielle Lintott, discuss: An Employment Tribunal decision in which a Metropolitan Police worker with ADHD who had made inappropriate sexual comments in the workplace succeeded in an unfair dismissal claim because of procedural failures by the Police, including failure to properly consider medical evidence. This follows a string of cases where employers have been criticised for not properly taking medical evidence and reasonable adjustments required into account when managing performance, disciplinary and other workplace issues.  A recent advertising campaign featuring the ‘AI employee' – a woman who ‘outworks everyone' and will ‘never ask for a raise' – which has sparked controversy for its promotion of sexist stereotypes. We consider the role of AI in shaping access to different industries and roles. Sir Olly Robbins' dismissal from the Foreign Office and the learnings we can take from that story. We discuss this and the importance of encouraging people to speak up in the workplace, including where they have made a mistake. 

Tribunal User Group Meeting Minutes: https://www.judiciary.uk/courts-and-tribunals/tribunals/employment-tribunal/employment-tribunal-england-wales/national-user-group/Lewis Silkin, Employment Rights Act timeline: https://www.lewissilkin.com/en/insights/2026/04/15/employment-rights-act-timelineCollyer Bristow, Key Changes in Force from 6 April 2026: https://collyerbristow.com/shorter-reads/employment-rights-act-2025-key-changes-in-force-from-6-april-2026-a-practical-summary-for-employers/Mishcon de Reya, Adam Turner quoted in Personnel Today, Five ways to get ready for April law changes: https://www.personneltoday.com/hr/april-employment-law-changes/

Orlagh Finnegan and Michelle Clarke look at the latest published statistics of caseloads in the Employment Tribunal and share their predictions of changes to parties' mindsets and strategies.Our content explainedEvery piece of content we create is correct on the date it's published but please don't rely on it as legal advice. If you'd like to speak to us about your own legal requirements, please contact one of our expert lawyers.

In this employment law podcast, David Hossack and Daniel Cormack discuss a recent Employment Tribunal case involving an employee who had been working two full-time jobs simultaneously for 16 years. This podcast explores the key lessons arising from this case for employers dealing with employees who have a "side hustle".

In this employment law podcast, David Hossack and Daniel Cormack discuss a recent Employment Tribunal case involving an employee who had been working two full-time jobs simultaneously for 16 years. This podcast explores the key lessons arising from this case for employers dealing with employees who have a "side hustle".

David Hossack talks to discrimination expert Sarah Gilzean about three recent Employment Tribunal judgments which show the legal and practical complexities currently facing employers when managing competing rights under the Equality Act.

David Hossack talks to discrimination expert Sarah Gilzean about three recent Employment Tribunal judgments which show the legal and practical complexities currently facing employers when managing competing rights under the Equality Act.

In CI News this week: More abortions are taking place in England and Wales than ever before, Open Doors' World Watch List 2026 records unprecedented levels of persecution against Christians, and a win for nurses in Darlington as an Employment Tribunal rules that an NHS transgender policy is unlawful. You can download the video via this link. Featured stories Abortions at highest level ever in England and Wales Open Doors reports global rise in Christian persecution UK Govt to criminalise ‘disgusting' AI-generated nudes Bible sales reach record high, as Gen Z shows increasing openness Win for Darlington nurses in changing rooms privacy case

In this podcast, David Hossack and Fiona Meek look at a recent Employment Tribunal decision which has attracted significant media attention, where an Employment Judge commented that there could be circumstances where a job applicant's support for a rival football team could provide a justifiable basis for an employer refusing to offer them a job.

In this podcast, David Hossack and Fiona Meek look at a recent Employment Tribunal decision which has attracted significant media attention, where an Employment Judge commented that there could be circumstances where a job applicant's support for a rival football team could provide a justifiable basis for an employer refusing to offer them a job.

In this episode 254 of the employment law and HR podcast I cover a recent Employment Appeal Tribunal decision that sheds light on a vital question for employers: In this episode we cover: When is an employer responsible for the actions of an employee who sexually harasses a colleague? This case involved a hospitality recruitment agency and a worker (AB) who was sexually harassed by a colleague (CD) while travelling in his car. The central legal issue was whether the colleague's conduct could be said to have taken place "in the course of employment" under section 109 of the Equality Act 2010 a key factor in determining whether the employer was legally liable. The Employment Tribunal originally found that, although harassment had occurred, the agency was not liable, as the harasser was not "acting in the course of his employment" at the time. However, the Employment Appeal Tribunal (EAT) found that the Tribunal had not properly applied the test for what counts as an "extension of employment" and sent the case back to be reconsidered.   What Went Wrong at the Tribunal? The Tribunal accepted that serious sexual harassment took place but concluded that: The harasser was not working or carrying out duties at the time; The lift to work had not been arranged or approved by the employer; and The employer could not have known about the encounter. The Employment Appeal Tribunal disagreed, highlighting that the Tribunal had failed to consider several important factors, such as: The ongoing work-related connection between the parties (including prior lifts to jobs); The harasser's work messages, sent during his shift, that were sexually inappropriate; and The claimant's genuine belief that she was travelling for work when the incident occurred. These could all point to the events being an "extension of the workplace" — and therefore potentially within the "course of employment".   Why This Matters for Employers This judgment is a reminder that liability for harassment is not confined to the four walls of the workplace. If there is a sufficient connection between the conduct and work, such as communication during work hours, travel to or from work, or employer-organised events, the employer could still be found responsible.   Key Takeaways Think beyond the workplace. Harassment at social events, during work travel, or over work-related messaging platforms may still fall "in the course of employment." Risk Assess. Carry out a risk assessment to identify risk areas in your organisation and take mitigating steps accordingly. Review policies and training. Clear boundaries and reporting procedures for off-site conduct can reduce risk. Take complaints seriously. In this case, the Tribunal noted concern that the employer had done little to support the claimant or investigate the alleged harasser while a police inquiry was ongoing. Context is everything. Whether an act is "in the course of employment" will always depend on the facts but employers are expected to take a proactive stance in preventing and addressing harassment.   You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/ab-v-grafters-group-ltd-ta-csi-catering-services-international-2025-eat-126   Duty to take steps to prevent sexual harassment All employers, regardless of size and resources, now have a legal obligation to take steps to prevent sexual harassment. One of the steps you need to take is to train your employees on what sexual harassment is and standards of conduct required. We have a range of training options available to you, including our DIY employee training which is available for £15 plus VAT per person. If you want to 'bulk buy' 50 or more places we have a discount code available please do not hesitate to get in touch. You can access the training here: https://employment-law-hr-advice.teachable.com/ We also have full DIY resources for employers here: The prevention of Sexual Harassment at work Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

The Darlington Nurses' employment tribunal begins in Newcastle https://christianconcern.com/cccases/darlington-nurses/ BBC Radio 4 22/10/25

Practical Guidance for Managers When it comes to managing workplace issues, prevention is always better than cure. In this episode 253 of the Employment Law & HR Podcast, we dive into why early action matters, how to spot the signs of trouble, and practical steps you can take to stop minor issues from escalating into costly legal problems.    In this episode, we cover: Why early action is often avoided by employers and managers. The real cost of delaying action on workplace concerns. Spotting the early warning signs that something isn't right. How to have effective “fix it” conversations with employees. When to use mediation as a tool to rebuild trust. How recent legal developments under the Employment Rights Act 2025 increase the need to act early.   “The best employers set their teams up for success by addressing concerns before they become conflicts.”      Why This Matters Too often, organisations wait too long to address performance or behaviour concerns—leading to grievances, resignations, or tribunal claims. Early, fair, and well-documented action not only reduces legal risk but builds trust and stronger workplace cultures.    Common Scenarios Where Early Action Makes a Difference A small clash over workload expectations turns into a bullying allegation. Personality clashes that go unchecked end in formal grievances. Persistent lateness leads to dismissal and an unfair dismissal claim. Failure to address wellbeing concerns leads to long-term sickness absence.      Practical Tips from the Episode Use simple, open language: “I've noticed a change — is everything okay?” “Let's talk about how we can resolve this early.” Document informal conversations. Consider mediation early to prevent escalation. Escalate when the issue involves serious allegations or risks.      Key Takeaways Act early — don't wait for issues to grow. Communicate openly, calmly, and empathetically. Keep records of informal actions and discussions. Mediation can save relationships and reduce conflict. Seek professional advice when in doubt.   If you would like support to understand if you may have a claim for constructive unfair dismissal please do not hesitate to contact our office on 01983 897003 for a free no obligation discussion. We can also help if you are an employer defending a claim in the Employment Tribunal.   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.     Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 252 of the podcast following on from the last episode about constructive unfair dismissal I bring you a rundown of some employment tribunal case examples. In this episode I cover the following cases: Mr Marshall v Mcpherson Limited (2025) 09 07 2025 – Employment Appeal Tribunal case Mrs Rogerson v Dreamstore Norwich Limited 16 01 2020 Western Excavating (ECC) Ltd v Sharp [1978] Malik v BCCI [1997] Isle of Wight Tourist Board v Coombes [1976] Bournemouth University v Buckland [2010] Blackburn v Aldi Stores Ltd [2013] – EAT British Aircraft Corporation Ltd v Austin [1978] Omilaju v Waltham Forest London Borough Council [2005]   If you would like support to understand if you may have a claim for constructive unfair dismissal please do not hesitate to contact our office on 01983 897003 for a free no obligation discussion. We can also help if you are an employer defending a claim in the Employment Tribunal.   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.   Other resources you may find helpful: What is Constructive Unfair Dismissal?   Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Welcome to 'AI Lawyer Talking Tech' on this September 11, 2025. Today, we delve into the accelerating integration of artificial intelligence across the legal profession, a transformation marked by both unprecedented opportunities and complex challenges. We are witnessing states adopt divergent approaches to AI governance, from "right to compute" laws prioritizing innovation to proposals for specialized tribunals designed to bridge the gap between rapid technological advancement and regulatory needs. Legal tech providers are showcasing AI-powered advancements in document management, metadata extraction, and agentic AI tools, aiming to streamline workflows and enhance efficiency for law firms. Firms are rethinking traditional growth strategies, viewing AI as a powerful engine to expand practice areas, strengthen client relationships, and create new legal service models that promise dramatic reductions in cost and time. However, this rapid evolution also demands careful consideration, as evidenced by legal systems grappling with AI-generated claims clogging tribunals, concerns over algorithmic biases in law enforcement, halted AI book piracy settlements due to transparency issues, and new privacy protections for sensitive records. Join us as we explore how legal professionals are adapting their practices, influencing policy, and shaping the future of law amidst these powerful technological currents.How Some States Are Resisting Unnecessary AI Regulations2025-09-11 | Center for Data InnovationThriving As A Small Law Firm Is All About Tiny Adjustments2025-09-11 | Above The LawFrom the ILTACON Floor: Driving the Future of Legal Tech2025-09-11 | JD SupraNew leadership and renewed focus for legal tech2025-09-11 | Law Society GazetteBox Unveils AI-Powered Security Suite Targeting Legal, Finance, Government and Other Industries2025-09-11 | LawSitesRethinking Law Firm Growth in the Age of AI, with Sam Harden2025-09-11 | Legal Talk NetworkUS Judge Halts Anthropic's $1.5B AI Book Piracy Settlement2025-09-11 | ParameterCovenant: The Hybrid AI Law Firm2025-09-11 | Artificial LawyerAI claims clog Employment Tribunal as HR faces cost, delays and risk2025-09-11 | HRreviewAlgorithmic Injustice: Can AI in Law Enforcement Ever Uphold the Rule of Law?2025-09-11 | Legaltech on MediumLaw at the speed of innovation: Thinking beyond our systems and structures2025-09-11 | Thomson Reuters InstituteAI vs. Blogspam: How Law Firms Can Stay Credible in Search in 20252025-09-11 | Legaltech on MediumLegalOn Webinar: AI Agents + What's Next for Legal Judgment2025-09-11 | Artificial LawyerBen Chiriboga (Nexl) on Legal Tech, Innovation, and the Future of Law2025-09-11 | Technically Legal - A Legal Technology and Innovation PodcastRegulation Adds Privacy Protections for Patient Records on Substance Use Disorders2025-09-11 | Ogletree DeakinsMulti-State Sweep Puts Global Privacy Control in the Spotlight: 5 Steps for Businesses in CA, CO, CT, and Elsewhere2025-09-11 | Fisher & Phillips LLPArtificial Intelligence Provisions in the Fiscal Year 2026 House and Senate National Defense Authorization Acts2025-09-11 | K&L GatesGovernment Puts AI Companies on Notice About Boastful Advertising: 5 Practical Lessons for the Tech Sector2025-09-11 | Fisher & Phillips LLP

Season 08 Episode 10: Darth Vader and the handshake of deathAlan, Trajce, and Sara start this episode in discussion about the social etiquette of handshakes. Alan advocates for the politeness of the handshake in business negotiations, and Trajce explains his handshake aversions, and the origins of a handshake.In this reverie, Trajce reflects on his support band, warming up big names in the 1980's, like The Village People and Kim Wilde. Sara shares details bout her fun night out listening to Tyne James Organ and Jacob Fitzgerald & the Electric City live at a local venue.On the serious side, Trajce tells a sensation story about a claimant and her award from the Employment Tribunal in the UK, National Health Service. The claimant was awarded money to recover financial loss and punitive costs because of injury, especially to cover her upset feelings, resulting in her mental health disorders. Her grievances included her allegations of the management's poor grievance processes a lack of support through tailored training or engagement, and she was given little control and agency over her work. Sara interprets the concerns in context to psychosocial risk factors. “The kicker,” explains Trajce, and much to Alan's surprise, “is the concern about her colleague labelling her ‘Darth Vader' in a workplace personality typography test.”For more on Psychosocial Risk Management, check out: PRAiSE (Psychosocial Risk Assessment and Integrated Solutions for Employers) – Certified Assessor and Manager programs - and PRA, the new task-based Psychosocial Risk Analyser feature within the ErgoAnalyst software platform. These tools are helping teams visualise, quantify, qualify, and respond to both contextualised physical and psychosocial workplace risks, merging technical rigour with empathy-driven co-design.

This episode contains:Jude Shepherd discussing employment tribunal procedureMarc Jones' 60 second top tipDavid Reade on tricky redundancy issues (part two)This podcast is supported by HR Inner Circle and didlaw Employment Lawyers.

In this episode 249 of the podcast I bring you my thoughts on the substantive delays in the employment tribunal process which are hindering access to justice for employees and increasing costs and stress for employers and employees. In this episode I cover: My own and my colleagues first hand experience of the delays in the employment tribunal. A summary of the latest employment tribunal statistics published detailing the number of cases that have been submitted and the number of cases that are currently in the system. Some real life cases where judgements have been issued and published recently. My thoughts on why the system is ‘broken' and why it is only going to get worse. How I would change the system to reduce delays and volume of cases. If you are making a claim, considering a claim or are involved in defending a claim, we can assist you, and take away some of the stress from the process. Please do not hesitate to get in touch for a free no obligation discussion about your case.   Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help.   Cases referred to: Hill v St Pauls C of E Primary and Others Baker v Jaguar Land Rover Limited Parker v Chief Constable of Hampshire and Isle of Wight Constabulary Craven v Forrest Fresh Foods Limited   Latest statistics from the Tribunal system   https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-january-to-march-2025  Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 240 of the podcast I bring you a rundown of when you may be able to recover your costs if you are successful in making a claim or defending a claim in the Employment Tribunal. In this episode of the podcast we cover: What you need to know to avoid having a costs order made against you. When you may be at risk of having to pay the other party's costs. When a costs award may be made What the Employment Tribunal will consider when they are deciding whether to make a costs award. If costs can be awarded against someone who does not have a legal representative. If costs will be awarded against you if you do not have the money to pay. What vexatious, abusive or disruptive conduct is. Why unreasonable conduct in the bringing or defending a claim can lead to you having to pay costs. What the Employment Tribunal will consider when determining if a case has no reasonable prospects of success. The type of costs order that can be made. The amount of costs that you can recover.   Cases covered in this weeks' podcast Hargreaves v Evolve Housing and Support (2024) Clements v Secretary of State for Justice (2021) Legge v Environment Agency [2024] 3 WLUK 616  Vaughan v London Borough of Lewisham and others UKEAT/0533/12     Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk       Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Send us a textStaring down the tangled web of Diversity, Equity, and Inclusion (DEI) in powerhouse corporations like Microsoft, McDonald's, Ford, and Meta, we make a bold claim: Corporate DEI initiatives often amount to little more than hollow gestures, failing to make meaningful change. We dissect the aftermath of George Floyd's murder, scrutinising how it prompted a wave of DEI pledges that often fall short of translating into actionable progress. Through personal narratives and candid analysis, we highlight the systemic barriers Black women encounter in predominantly white industries, arguing for the necessity of legal mandates and rigorous reporting to ensure DEI efforts are more than just lip service.Navigating the multifaceted dynamics of DEI, we touch on compelling examples from popular culture, such as the casting of "Wicked," to explore representation and tokenism. The UK's paradox of relying on immigrant contributions while marginalising its diverse populace adds another layer to our discussion. We also delve into the world of content creation, sharing my journey with social media platforms like TikTok, where authentic engagement has been more rewarding than on traditional venues. These stories are woven with insights on personal agency, emphasising the limitations of corporate loyalty to DEI principles.We tackle the ongoing saga of TikTok's legal challenges in the U.S., focusing on the interplay between freedom of expression and national security. The episode also bravely explores workplace racism and implicit bias, with personal experiences that shine a light on the discomfort and obstacles faced by Black women. Through accounts of employment tribunal battles and the art of self-advocacy, we emphasize resilience and strategic action against discrimination. Sharing the importance of escapism and safe spaces, we celebrate the strength and solidarity of Black Women, striving together to navigate professional challenges while maintaining our identity and dignity.Sponsorships - Email me: hello@toyatalks.com Cc: toyawashington10@gmail.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks www.toyatalks.comhttps://toyatalks.com/Music (Intro and Outro) Written and created by Nomadic Star

In our latest podcast, David Hossack and Innes Clark discuss the recently published annual UK employment tribunal award statistics, including the highest awards made.

Former soldier Kerry-Ann Knight describes the sexism and racism she faced in the British military, and how she went from being the face of an army recruitment drive to a painful employment tribunal. Help support our independent journalism at theguardian.com/infocus

Care should be taken if an employer is considering dismissing an apprentice, as a higher legal threshold applies for terminating a contract of apprenticeship in Scotland compared to other employees. In our latest podcast, Nikita Sandhu discusses the case of Hassan v Commsworld Ltd with David Hossack and highlights why the employer was found to have unlawfully terminated their apprentice's contract.  It was accepted in this case that the individual was a common law apprentice. Even if a contract describes the arrangement as an apprenticeship, if the key features of a common law apprenticeship are not present then it is open to the Employment Tribunal or Court to find that the individual was not, in fact, a common law apprentice.  Please note that the above applies to the law of Scotland. Different considerations apply to apprentices in England and Wales.

Bags for life, tea containing a surprising substance and more: Susie Munro, senior legal editor at Brightmine, discusses four recent employment tribunal cases where employees were dismissed for misconduct after making what they said were mistakes.  Related resources Misconduct dismissals following employee mistakes: Employment tribunal round-up How does a tribunal gauge whether an employee has been unfairly dismissed on the basis of misconduct? Misconduct - line manager training

Episode 6: Listener questions answered about disciplinary issues & unfair dismissal In this weeks' episode of the podcast I will answer some of the most frequently asked questions from Employers about how to deal with disciplinary issues and how to avoid a claim for unfair dismissal. This is the final of 6 episodes that focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 228 I will cover: What to do if an employee fails to attend a disciplinary hearing What to do if an employee is signed off sick during the disciplinary process My suggestion on how you should handle matters if an employee asks to be accompanied at the hearing by someone other than a trade union rep or work colleague How to handle things if you have a small business and you are the only person able to deal with the investigation process and disciplinary hearing How you should deal with the expiry of a Fixed-Term Contract What procedures apply to the expiry of a Fixed-Term Contract Action Points If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses. Helpful Links Employment Rights Act 1996  ACAS Code of Practice Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this weeks' episode of the podcast I will tell you what the compensation could be for an employee who is successful in a claim for unfair dismissal and the other lesser used remedies. This is the fifth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.   In this episode 227 I will cover: What the remedies are for unfair dismissal. What the difference is between an order for reinstatement and an order for re-engagement. How compensation for unfair dismissal is calculated. What the ‘Basic Award's is. What the ‘Compensatory Award' includes. What the Statutory Cap means. How causation effects compensation for unfair dismissal. What a Polkey deduction is. How the employees contributory fault can reduce compensation. What will happen if an employee has been claiming state benefits. Why an employee must try to mitigate their loss. Why employers should consider all of these issues in their defence and in producing evidence.   Action Points If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses.   Helpful Links Employment Rights Act 1996  ACAS Code of Practice     Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk   Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE   Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

GUEST 1 OVERVIEW: Guest overview: Elliot is a Partner of the firms and leads the Employment Department at Branch Austin. Elliot is a seasoned litigator in the employment field, able to represent high-profile clients in the Employment Tribunal, the Employment Appeal Tribunal, the High Court and the Court of Appeal. GUEST 2 OVERVIEW: Donald MacLeod is a businessman and commentator.

Running an employment tribunal claim can be complicated and requires careful management. We are joined by part-time employment tribunal judge Tina Elliott, who offers practical tips on how to prepare effectively. The topics we discuss include: case management hearings; document disclosure; witness statements; and video hearings

GUEST OVERVIEW: Elliot is a Partner of the firms and leads the Employment Department at Branch Austin. Elliot is a seasoned litigator in the employment field, able to represent high-profile clients in the Employment Tribunal, the Employment Appeal Tribunal, the High Court and the Court of Appeal.

Lucy Letby was allowed to continue working with new-born babies despite her colleagues raising concerns about her for months. Her conviction highlighted how NHS executives put the reputation of the Countess of Chester NHS Trust ahead of patient safety. But what happened in Cheshire was far from a one-off. File on 4 hears from doctors with unblemished medical careers who were sacked after raising patient safety concerns. The programme follows one medic through an Employment Tribunal as he attempts to save his career, and hears the emotional, brutal toll the process takes on him. For the first time, a top doctor who won record damages talks about the extraordinary steps her managers took to undermine her. Their tactics included relocating her to an empty office with a broken chair and telling colleagues that she agreed with their assessment she was incompetent. And a former NHS executive tells the programme that trusts are more interested in “flying LGBT flags” than tackling concerns about patient safety. With widespread calls for NHS managers to be regulated, File on 4 asks who should take on the role, given the willingness of the NHS to redeploy managers found to have ignored patient safety concerns, or even punished those who dared to raise them. Reporter: Michael Buchanan Producer: Katie Langton Editor: Carl Johnston

On today's show, Dr. Julie Sladden delves into the allegations surrounding the potential contamination of mRNAs with DNA and endotoxin. Following that, Simeon and Lembit will analyze the day's most significant stories in Australia. Additionally, Elliot will provide an in-depth examination of the Sexual Harassment Act within the British Parliament. GUEST 1 OVERVIEW: Dr Julie Sladden is a medical doctor and freelance writer with a passion for transparency in healthcare. Her op-eds have been published in both The Spectator Australia and The Daily Declaration. In 2022, she was elected as a Local Government Councillor for West Tamar in Tasmania. GUEST 2 OVERVIEW: Australian-born Aussie Cossack rose to prominence during the NSW lockdowns as an outspoken media personality notorious for his hilarious interactions with the NSW police and numerous large-scale campaigns against corrupt politicians. Boikov left Australia at the age of 18 to study at the Moscow Sretensky Seminary. It was here that he had his first posting as a journalist Whilst in Russia Boikov became heavily involved in the Russian Cossack movement. Upon returning to Australia Boikov was elected the Ataman of the Australian Cossack chapter and founded a pro-Russian political newspaper called Russian Frontier. In May of 2022 the Aussie Cossack was jailed for 10 months for breaching a suppression and non-publication order for content posted to his YouTube channel. After successfully winning an appeal against the severity of the sentence Aussie Cossack left prison. In December 2022 the Aussie Cossack defected to the Russian Consulate in Sydney where he was granted diplomatic asylum. From his studio within the Consulate building, he now broadcasts daily on TNT Radio. GUEST 3 OVERVIEW: Elliot is a Partner of the firms and leads the Employment Department at Branch Austin. Elliot is a seasoned litigator in the employment field, able to represent high-profile clients in the Employment Tribunal, the Employment Appeal Tribunal, the High Court and the Court of Appeal.

This case illustrates when an employee can qualify for protection from discrimination due to menopause symptoms In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd. In this episode of the podcast we cover: When menopause symptoms could qualify someone for protection under the Equality Act. The types of other claims that employees could bring if treated to their detriment because of menopause. Why the Employment Tribunal considered that the employer's attempts at adjustments were not sufficient. Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case. Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms. Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability.   Case Reference You can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022   Other resources regarding menopause Podcast: Menopause support at work: An interview with Nicola Green Menopause & Work Reform? An employer has been ordered to pay compensation after making menopause comments Menopause and work – what do employers need to do and why? New Acas Guidance on Menopause and the Workplace     Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk     Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents

In episode 6 of The Privileged Man Podcast we welcome Dr Phil Hopley. Phil is a Medical Doctor, Consultant Psychiatrist and is a globally recognised expert in mental health and performance. To top that off, he also walked the walk playing premiership rugby player for Wasps. He currently holds advisory roles with a number of the UK's leading professional service firms and the McLaren Formula 1 Race Team and has worked with countless top level sportsmen, clubs, Politicians and businessmen. Phil's 20 years as a medicolegal expert enables him to effectively support leaders coping with the intense media-exposed demands of high profile events including: Commons Select Committee hearings, the US Senate Committee hearings, contentious Employment Tribunals and Civil Court cases. It's fair to say that by the end of this podcast I was feeling that much smarter for listening too and knowing I was in the presence of one of the world's most sort after psychiatrists. If you enjoy this episode please do support us by giving it a 5* review. Thank you so much.

Maya Forstater (middle) and colleagues at the launch of the #RespectMySex campaign, 2022Since 2004, when trans activists first came after me, I and many others had fantasised about what it would be like to engage with them under the normal rules of public debate. The whole LGBTQQIA2Spirit+ Rainbow Community has been drip fed no debate by Stonewall for years, and I used to dream of a scenario where a group of us, five on each side, had been locked in a building and, becoming bored with the lack of Netflix or booze we ended up having the argument. It would be filmed of course, and subsequently leaked to the world. This kept me going during the bleak years where few spoke out about the danger of trans identified men invading single sex spaces. But suddenly, despite the odds, this wish came true, thanks to Maya challenging this crazy ideology in court.The debate, much to the chagrin of the blue fringe brigade, was aired during a three-week employment tribunal during which the Emperor appeared buck naked, his lady dick waving for all to see. Even the cute pink and blue trans flag could not cover his humiliation. In October 2018 Maya Forstater was employed as a consultant by the US-based non-profit Centre for Global Development (CGD). Some staff in the Washington DC office raised internal concerns about a number of her tweets, which they claimed were “transphobic.” An internal investigation followed, and weeks later, her contract as a consultant at CGD was ended, and subsequently, an offer to continue as a visiting fellow was withdrawn. Maya decided to sue CGD on the grounds of discrimination under the Equality Act 2010, but in November 2019, the Employment Tribunal ruled against her. They held that her “absolutist” beliefs, that trans women are NOT actual, literal women, and that sex and gender identity are not the same, are “not worthy of respect in a democratic society.”She appealed the judgement, and in June 2021 the decision was published. Maya had won and would be able to continue with a discrimination claim. A fresh tribunal was convened which was tasked with the job of deciding whether Maya's behaviour in the office amount to harassment of, or discrimination against, trans people, and whether she herself was discriminated against on the grounds of her beliefs. The rest is history. And earlier this year, Maya was awarded over £100.000 in compensation. Too bloody right. Here she is. Enjoy the chat. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit juliebindel.substack.com/subscribe

In this episode, you'll learn about time limits in the employment tribunal, including:-The tests for getting an extension of time in the employment tribunalWhat does it mean when a discriminatory act extends over a period?Does lodging a grievance pause or extend the time limits?Daniel discusses the topic with Rebecca Tuck KC from Old Square Chambers.This podcast  is supported by rradar and by Breedon Consulting and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).Platinum Policy Package 2023 - up-to-date HR Policies from a practising Employment Law Barrister that you can rely on to be concise, easy to follow and legally compliant  http://www.policies2023.com

In this episode, you'll learn about tribunal procedure, including:-Can a Claimant speak to the press while the case is ongoing?Are covert phone recordings admissible?What can you do if a witness is not available for the hearing?Daniel discusses the topic with Jude Shepherd from 42 Bedford Row.This podcast  is supported by rradar and by Breedon Consulting and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

On the podcast, Meghan Murphy speaks with Maya Forstater, co-founder of Sex Matters and the 'Respect my sex if you want my X' campaign.