Disability
A person is held to be disabled if they have a physical or mental impairment that has a substantial long-term adverse effect on their ability to carry out normal day-to-day activities. ‘Long-term’ is considered to be for more than 12 m...
Discipline and grievance
Procedural fairness in the workplace is essential if employers are to avoid falling foul of employment protection laws. Best practice requires that an employer should have a written procedure to deal with disciplinary and grievance issues, which s...
Discrimination
UK law prohibits discrimination and harassment on a number of different grounds in all facets of employment, including recruitment, contractual terms, working conditions, promotions, transfers, dismissals and training. An employer must not discri...
Emergency procedures
Employers must establish appropriate procedures to be followed in the event of serious and imminent danger to persons at work. This includes the duty of employers or controllers of premises to ensure that any necessary contacts are arranged with e...
Employee benefits
Employers use benefits to attract, retain and provide incentives for employees. Commonly they are provided as part of an overall strategy designed to achieve defined business objectives. Such benefits take many forms, offering both financial and n...
Employee relations
The CIPD’s recent report, Managing employee relations in difficult times, concluded that dealing with the trade union relationship remains an issue in many workplaces but is not widely seen as problematic. Trade union influence is still an e...