The duty on a UK employer to make reasonable adjustments applies only when it knows or ought to know about an employee’s disability. Establishing actual knowledge is easy enough, but what about constructive awareness, where the employer obviously does not know but is nonetheless being expected to act as if it did? In Gallop -v- … Continue Reading
Ah well, there you go. Already slipping into history along with 2017, and your New Year’s Resolutions is the UK Government’s Fit for Work Scheme. This was a scheme with the laudable aim of reducing costly staff absence by focussing the minds of both employer and employee on the therapeutic and economic benefits of getting … Continue Reading
Your employee is sick a lot, mostly stress and related issues. Keen to respect your statutory obligations if you have any, you repeatedly ask your external Occupational Health provider if this means he is disabled. You are repeatedly told that he is not, though without any particular depth of enquiry on your part and without … Continue Reading
