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Legal updates and news

17th

October

2016

Newsletter 26: Dress Codes at Work

Document by Andrew Nicklin | Employment Associate (click here to view his profile) Employers today rarely go out of their way to discriminate against employees but, in an age where ‘looks’ can also be important, how can employers ensure that they can maintain appropriate standards, without inadvertently discriminating and potentially finding themselves in the eye [...]

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4th

March

2015

Newsletter 7: Stress, anxiety and depression – the meaning of disability

Most employers quiver at the mention of stress, anxiety or depression for fear of a disability discrimination claim. With a“fit-note culture” upon us that is hardly surprising. However, stress, anxiety and depression are not always disabilities for the purposes of the Equality Act 2010 (EA)… Interested? Read on… Four key questions to determine disability Employers [...]

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10th

October

2014

Dress codes for staff

We all know that in schools it is common for there to be strict rules about what pupils can and can’t wear. However, following the cases included in Eweida and others v British Airways, which went all the way to the European Courts last year, it has been dress codes for staff that have been [...]

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19th

August

2014

Obesity Discrimination – A Growing Concern for Employers?

Over the past few decades, obesity levels in the UK have risen quite substantially. Over a quarter of the UK population are currently classed as obese and it is estimated that this will continue to rise over the coming years. It is a sign of the times that claims have been made by obese employees [...]

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22nd

November

2013

Christmas parties – the employer’s minefield

It’s (nearly) Christmas and it’s party time… Most employers now understand that the office Christmas party will be considered to be on work time and so employers will be responsible for the actions of their employees. As we all know, with high spirits comes a much higher risk of staff acting inappropriately towards their colleagues. As [...]

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