Podcasts about employment tribunals

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.

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

Welcome back to The Firm Analyst! In today's episode we discussed a range of stories affecting the markets including: HSBC dealing with a number of defaults across its HongKong real estate loan portfolio and how finance lawyers mitigate risk for their clients in these scenarios; the importance of trade associations for different business sectors and why the formation of the Platforms Association for direct-to-investor companies may be of interest to law firms; and the recent Employment Tribunal decision in an equal pay case relating to Next's employee pay structure and how this may affect businesses and law firms alike. I hope you enjoy the episode! Link to access: https://linktr.ee/thefirmanalyst

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.

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

Ben spoke at the launch of SEEN (Sex Equality and Equity Network) in Parliament last week and made the point that the FSU has handled over 700 cases relating to gender critical beliefs. It's perhaps not surprising, therefore, that sex and gender feature in our first main item. The Telegraph reports how civil servant and FSU member Eleanor Frances is crowdfunding to pay for an employment tribunal against two government departments on several grounds, including indirect discrimination based on her philosophical beliefs. Jill Levene, FSU legal counsel, is quoted in the article, “Eleanor's treatment is a clear example of a civil service that has been captured by radical progressive ideology”. This week, the FSU also helped out in the academic world. Senior administrators at Cardiff University decided a panel discussion on ‘Academic Freedom in the UK' wasn't an ‘internal' event, leaving organisers scrambling to find £1,500 to pay for security and venue hire. We were able to step in via our Mactaggart Programme and stump up the cash so the event can go ahead. Next up, an article by Ed West in The Spectator caught our eye. It exposes the ongoing attempts to erase the Anglo-Saxons, which includes, for example, the renaming of the “International Society of Anglo-Saxonists” to the rather less evocative, “International Society for the Study of Early Medieval England”. Such tactics will be familiar to anyone au fait with the ambition of the ideologues to interpret our history through the dismal prism of “whiteness”, “privilege” and “decolonisation”. We end with the case of Professor Nana Sato-Rossberg and the refreshing news that we are allowed to make enthusiastic comments about a person's country of origin. In reaching its conclusion, the Employment Tribunal panel said that it had “reminded itself” of the following passage from Justice Underhill's ruling in Richmond Pharmacology Ltd v Dhaliwal [2009] IRLR 336: “Dignity is not necessarily violated by things said or done which are trivial or transitory, particularly if it should have been clear that any offence was unintended. Whilst it is very important that employers and tribunals are sensitive to the hurt that can be caused by offensive comments or conduct (which are related to protected characteristics)… it is also important not to encourage a culture of hypersensitivity or the imposition of legal liability in respect of every unfortunate phrase.” ‘That's Debatable!' is edited by Jason Clift.

In the latest episode of our Employment Law focus podcast, Partner, Jonathan Rennie, and Knowledge Lawyer, Victoria Wenn, discuss the recent reforms to flexible working regulations that took effect on 6th April 2024.  Also covered are the legal and practical implications of adopting a four-day working week, something that has been introduced in several other countries, with pilots taking place in the UK already with some success.  This episode​​​​​​​ looks at: The 6th of April reforms to flexible working requests, what this means for employers, and employees.What employers need to consider before denying a flexible working request. A review of ‘Wilson v FCA', one of the first cases to consider a flexible working request to work remotely post pandemic.The four-day working week from an employment law perspective, with part time workers, contracts, and holiday allowance all likely to be affected.Plus, a discussion on ‘Manjang v Uber Eats', and how AI poses the potential for discrimination in automated decision making.  

David Hossack speaks to Hayley Johnson, Legal Director and Andrew Crammond, Barrister from Trinity Chambers about what you need to know about how Employment Tribunal hearings work in practice from giving evidence, how hearings in England and Scotland differ, to dos and don'ts during hearings.

David Hossack speaks to Hayley Johnson, Legal Director and Andrew Crammond, Barrister from Trinity Chambers about what you need to know about how Employment Tribunal hearings work in practice from giving evidence, how hearings in England and Scotland differ, to dos and don'ts during hearings.

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

Are Christians free to speak truth in the face of transgender ideology? On Round the Table, Ben John, Tim Dieppe, and Steve Beegoo discuss the key stories in late March. We talk about 'Hannah', whose case was heard before an Employment Tribunal during the week, as well as cancelled Christian artist Victoria Culf. Both of these women faced punishment for raising concerns about the harms of transgender ideology on children.

Nick Price and Charles Pigott discuss four key changes that are likely to have an impact on users' experience of the employment tribunal.

In this week's podcast, David Hossack and Innes Clark discuss the latest employment tribunal compensation award limit increase as well as taking a trip down memory lane to look at how employment tribunal compensation for unfair dismissal claims has developed over the years.

Nikita Sandhu and David Hossack discuss a recent Employment Tribunal case where it was found that the Royal Borough of Kingston Upon Thames discriminated against a trans employee by “deadnaming”.

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

In our weekly podcast, David Hossack and Fiona Meek look at the recent case of Henry v Tattu Manchester Limited and discuss the interesting question of whether lie detector evidence could be used in employment tribunal proceedings.

In our very first Morton Fraser MacRoberts podcast, Innes Clark takes a deep dive into the annual employment tribunal award statistics and discusses some of the key findings with David Hossack.

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.

This Employment Tribunal case illustrates why it is important for businesses to set out terms in writing in advance of someone starting work In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP. In this episode of the podcast we cover: Why businesses need to ensure that agreed terms are set out in writing at the outset. How the Employment Tribunal made a determination of Mr Guler's status. Why the Employment Tribunal decided that Mr Guler was a worker. The issues that can arise about status and remuneration if you do not set out the terms in writing. Case Reference You can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP–3304221-2022_-_Written_Reasons.pdf   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

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

The UK Financial Conduct Authority (FCA) says it views whistleblowers as a valuable source of intelligence. But whistleblowers feel far from valued by the FCA, according to the findings of the regulator's own survey. In 2019, the FCA board commissioned a review of its whistle-blowing offering, which was delayed by the pandemic and published in May this year. The self-assessment found whistleblowers were dissatisfied with the FCA's offering. In response it has set out some changes it is going to make to improve whistleblowers' experience. In this episode of Compliance Clarified Alexander Robson is joined by Lindsey Rogerson and Rachel Wolcott to discuss their special report on the regulator's approach to whistle-blowing and whistleblowers. The discussion covers the UK regulator's Principle 11 rethink over when firms are required to notify it of claims involving mistreatment of whistleblowers at the Employment Tribunal and the lack of enforcement cases taken under SYSC18. Programme notes: Link to special report outside the paywall: https://regintel-content.thomsonreuters.com/document/I83AB3640FFB611EDBEBCFA0963B51F96 Link to special report for Regulatory Intelligence subscribers: http://go-ri.tr.com/OjIOEz Link to article on FCA backlog in assessing whistle-blowing reports from May 2022, http://go-ri.tr.com/5NBLVp Link to article setting out FCA's previous stance on notification of Employment Tribunals, http://go-ri.tr.com/2OkJvj Link to article confirming RBC was under investigation in relation to treatment of John Banerjee http://go-ri.tr.com/1YInqd Link to article on Government review of whistle-blowing, http://go-ri.tr.com/0YKmSO Compliance Clarified is a podcast from Thomson Reuters Regulatory Intelligence. Listen to discussions on all things compliance for financial services firms. We cover the hot topics of the day, the challenges faced and offer up practical ideas for emerging good practice. We de-mystify regulation and explore the art, as well as the science, of the ever-expanding role of the compliance officer.  Enforcements, digital transformation, regulatory change, governance, culture, conduct risk — anything and everything affecting the compliance function is up for discussion. Contact us: Alexander Robson: alexander.robson@thomsonreuters.com Lindsey Rogerson: lindsey.rogerson@thomsonreuters.com, or on Signal (07787270363) Rachel Wolcott: rachel.wolcott@thomsonreuters.com Compliance Clarified is a podcast from Thomson Reuters Regulatory Intelligence.Listen to wide-ranging, insightful discussions on all things compliance for financial services firms. We delve into the hot topics of the day, the challenges faced and offer up practical ideas for emerging good practice. We de-mystify regulation and explore the art, as well as the science, of the ever-expanding role of the compliance officer.  Enforcements, digital transformation, regulatory change, governance, culture, conduct risk – anything and everything impacting the compliance function is up for discussion.

The reasons cases arise and steps you can take to prevent them In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising. In this episode of the podcast I cover: The most common type of legal claim in our experience at this time. The reasons why claims arise. The fact that untrained managers and/or decision makers create the highest risk. How following a simple process and keeping paperwork can reduce the risk of claim. Why creating a culture of honesty and transparency can mitigate issues from arising. The importance of addressing issues early on in a dispute or potential dispute. Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical. Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised. How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case.   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     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.   margarida-csilva-cQCqoTjr0B4-unsplash

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).

Case review of two interesting recent Tribunal cases In this episode 200 of the podcast I bring you a run down of two interesting cases that have been in the news recently. The first is the case of Glover v Lacoste & Mr R Harmon which is an Employment Appeal Tribunal case involving sex discrimination following the Employers requirement that managers must work flexibly with no set shift pattern or days of work. This is an interesting case as there seems to be a trend, particularly among retail organisations, that you have to work full time to be a manager or, like in this case, be available to work at any time. Aside from the legal implications of this type of policy it is also excluding large numbers of people from management roles and thereby narrowing the pool of talent available, at a time when recruitment is particularly difficult. You can read the full judgement here: Judgement   The second case that of Ms H Dadhania v SAP(UK) Ltd and Others which is an Employment Tribunal case where the Judge stated in the judgement that using the F-Word at work had essentially lost the shock value it had previously had due to its commonplace usage in society today. Whether you agree or not with the Judge's view on this it does raise an interesting question about how you manage different sensitivities within your organisation or business. You can read the full judgement here: Judgement   If you have any questions or would like some advice about the issues raised in these cases then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.   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 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, you'll learn about stupid tribunal applications, including:-·      what types of applications are common·      unless orders and strike out applications·      costs in the employment tribunalDaniel discusses the topic with Michael Salter from 42 Bedford Row.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about flexible working, including:-      what's happened during and since Covid      what the government proposals for reform are      what happens in the future if the proposals don't go throughDaniel discusses the topic with Rebecca Tuck KC from Old Square Chambers.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about a day in the life of a law centre advisor, including:-what a typical day working in a law centre involveshow early settlement opportunities can be missedwhy it's a myth that employment tribunals are so straightforward that you can represent yourselfDaniel discusses the topic with Audrey Ludwig from Suffolk Law Centre.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn all about grievances in the workplace, including:-whether grievances actually solve anythingwhat to do when you think a grievance is false or malicioushow to deal with grievances raised during other processes, such as disciplinary or redundancy processesDaniel discusses the topic with Simon Stephen from Gowling WLG.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about constructive dismissal, including:-·       what amounts to a repudiatory breach?·       waiving the breach·      the 'last straw' doctrineDaniel discusses the topic with Marc Jones from Marjon Law.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about social media and free speech at work, including:-·       dismissal following social media posts·       protected beliefs under the Equality Act·       how to deal with complaints about speech outside of workDaniel discusses the topic with Gus Baker from Outer Temple Chambers.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about the role of a trade union representative, including:-·       balancing being an employee and trade union official·       life as a chief executive of a trade union·      individual casework v collective negotiationsDaniel discusses the topic with Tristan Ashby from the Fire and Rescue Services Association.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about the tricky issues associated with pregnancy and maternity rights in the workplace, including:-how pregnancy/maternity is legally different from other protected characteristicstricky pay issues, eg should women on maternity pay receive bonuses paid to other employees?tricky issues to do with redundancy, eg what happens when an employer realises that it doesn't need the role any more, as there's no impact on the business when the woman is off?Daniel discusses the topic with Betsan Criddle KC from Old Square Chambers.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about making reasonable adjustments in the workplace, including:-·       what are reasonable adjustments?·        when should employers make such adjustments? ·       common adjustments in the workplaceDaniel discusses the topic with Kate Lea from didlaw.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

In this episode, you'll learn about workplace harassment, including:-·       what is harassment?·       employer's liability and the statutory defence·       how to deal with anonymous complaintsDaniel discusses the topic with Paul Livingston from Outer Temple Chambers.This podcast  is supported by didlaw  and by Recruitment HR  and by the HR Inner Circle (the UK's leading community for smart, ambitious HR Professionals).

ACAS gives employees and employers free impartial advice and mediation on workplace disputes, employment rights, and best practices. ACAS must be used before approaching an employment tribunal. The view is that an employment tribunal must be used as the last resort and therefore ACAS provides a service of mediation to find a compromise in a workplace disputes. In the event that a compromise cannot be found and a Claimant has exhausted a grievance process and therefore not found a resolution through ACAS, a Claimant can take an employment matter to an Employment Tribunal.In this episode I will be discussing my friend's case which we took to ACAS I managed to negotiate an out-of-court settlement for her of nearly £50k and renegotiated the terms of that settlement which included:Payment within 7 daysA tax-Free settlement with all tax liability to be fully paid by her employer to HMRCPayment of 10 therapy sessionsAgreed wording for an employment reference Letter of retraction and an apology in writing for a false accusation made during the course of her employment.Payment in lieu of notice to enable her to leave this employment on full pay for 3 months.We will be using her employment dispute as a case study for this episode.https://www.acas.org.uk/*This episode also includes x2 dilemmas Email me:  hello@toyatalks.com   Twitter: @toya_w (#ToyaTalksPodcast)   Snapchat: @toyawashington  Instagram: @toya_washington & @toya_talks  YouTube: At Home With Toya https://www.youtube.com/channel/UCbXlRNLSYLuA9GbPB8cUYvQ  www.toyatalks.com https://toyatalks.com/  

What to expect when a workplace dispute ends up in court. Thousands of people lodge grievances relating to their jobs directly with their employers, and that's often where they remain. But if you think you have been unfairly dismissed, or suffered unfair discrimination on the grounds of sex, race of age, the case may end up at an employment tribunal. Dramatic cases - complete with lurid accusations and sometimes huge payouts - are regularly reported on by the media. Evan Davis asks his expert guests about what really goes on during this generally painful process, and whether anybody ever really wins at a tribunal. Guests: Chris Hadrill, Head of Employment Law, Redmans Solicitors Sian Keall, Partner, Employment Law, Travers Smith LLP Martin Tiplady, Director, Chameleon People Solution Producer: Julie Ball Editor: Hugh Levinson Sound: James Beard Production Coordinators: Siobhan Reed and Helena Warwick-Cross

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.

Workplaces encourage and push the narrative of the 'good person' not allowing for questions or mistakes but instead placing undue pressure on staff to be perfect without mistake, question,  consideration, or exception. In this episode, we explore our need to be the 'Good Person' and why we continue to allow this toxic persona to control and govern how we navigate work, especially during the vulnerable times of probation or leading up to promotions and bonuses. What is clear is we have all suffered from 'The Good Person Syndrome' some of us still do and are buckling under that pressure. Let's discuss.In this episode, we will also be discussing the latest Employment Tribunal judgment where a 39-year-old White Woman took her employer's Gartner Consultancy to court for Bullying, Victimisation, less favorable treatment, and constructive dismissal. She won part of her claim, one being the use of the derogatory term used by her employer referring to her as a 'Good Girl'. The judge set a precedent and his statement justifying his ruling is a turning point that we all need to be aware of.Email me:  hello@toyatalks.com   Twitter: @toya_w (#ToyaTalksPodcast)   Snapchat: @toyawashington   Instagram: @toya_washington & @toya_talks YouTube: At Home With Toyahttps://www.youtube.com/channel/UCbXlRNLSYLuA9GbPB8cUYvQwww.toyatalks.comhttps://toyatalks.com/

Jordi is an ethical vegan, a zoologist and a veganism content writer and consultant. He has been involved in different aspects of animal protection for many years. He became well-known for securing ethical veganism as a protected characteristic under the UK Equality Act 2010 in a landmark Employment Tribunal case. He has worked doing campaigning, lobbying, scientific research, undercover investigations and consultancy. He has authored several books, including “Ethical Vegan: A Personal and Political Journey to Change the World”. In Sentientist Conversations we talk about the two most important questions: “what's real?” & “what matters?” Sentientism is "evidence, reason & compassion for all sentient beings." The video of our conversation is here on YouTube. We discuss: 00:00 Welcome 01:14 Jordi's Intro - Adding new identities: Zoology, ethical vegan, activist, writer. - Legal case re: ethical veganism becoming a protected philosophical belief in the UK - Writing "The Ethical Vegan" 03:26 What's Real? - Growing up in Catalonia as a Roman Catholic (like 99.9% of people there) - Becoming atheist as a child despite "I never met one... I assumed that everybody else believed in the Catholic god" - Other cultures seemed to be "pre-Catholic" - Living under the oppression of Franco's fascist dictatorship "Catalan culture survived underground." "As a child... the message you get is 'this reality is not the real one'" "I have to maintain a reality against the reality around me" That led to questioning Catholicism - Being bullied "The world was a completely hostile place to me... the country... the streets" - Discovering the welcome of the animal world & nature "I could see there was something better" - Catalan Catholicism was softer. More open to doubt than the fascist-friendly, Spanish version - Internal struggle at 12 yrs "What happens if I don't believe" - "Protestants tend to become agnostics. Catholics tend to become atheists." - "I prayed to god to make me an atheist... so I can discover you by myself" - Being anti-religious at first, but softening with age - Secular Buddhism - Formal institutional religions vs. more personal/flexible religions & spirituality - "I built my philosophy from instinct" - Naturalistic & mystical/spiritual connections with nature - "That bark seems more important than what you were just saying" :) - The same feeling of awe can be interpreted in spiritual or naturalistic ways - Jordi's 13 hour lecture on "From Nothing to Everything - a Natural History of the Universe" - "Reality is a subjective thing but also shared"... "Find the points in common" ...and much more. Full show notes at Sentientism.info and on YouTube. Sentientism is “Evidence, reason & compassion for all sentient beings.” More at Sentientism.info. Join our "I'm a Sentientist" wall via this simple form. Everyone, Sentientist or not, is welcome in our groups. The biggest so far is here on FaceBook. Come join us there! Thanks Graham.