Acas’ Post

Why Employers Need to Show Patience with Dyspraxia: An Angry Rant I'm DONE with employers who refuse to show any patience with dyspraxia! This isn't some “minor inconvenience” – it’s a legitimate condition that makes everyday tasks harder. And yet, time and time again, we’re treated like we’re lazy or incompetent because we don’t meet the same standards. It’s outrageous. No one with dyspraxia is asking for special treatment; we’re just asking for basic understanding. But instead of patience, we get impatience and frustration from employers who don’t take the time to understand how this condition affects us. We shouldn’t have to work twice as hard just to prove ourselves in a system that wasn’t designed for people like us. It’s about time employers step up. Stop pretending dyspraxia doesn’t exist or that it’s something that can be “fixed” with a little more effort. We need your support, not your judgment. This isn’t a choice, and it’s certainly not something that should be punished. Want to know more? Check out this book: Thinking Books. Full Link: https://lnkd.in/g6rYVnS4

When challenges arise at work, it can feel overwhelming and stressful. However, seeking advice early on can make a big difference - helping you ease the pressure and regain control of the situation. We’re here to support you with a wide range of workplace issues, including grievances, discrimination, and disputes. If you’re being treated so badly at work that you feel forced to resign, it’s usually best to follow your employer’s grievance policy before making that decision. You can request a copy of the policy from your employer at any time. A grievance is simply a formal complaint about an issue you’ve encountered at work. There’s no need for specific wording—you just need to provide enough detail so your employer understands the nature of your complaint and who or what it involves. It can also be helpful to mention what outcome you hope to achieve by raising the grievance, as this gives them a clear idea of how they might resolve the issue. We’re here to guide you every step of the way. So if you would like tailored advice on your situation, get in touch and we’ll be happy to help.  You can email Kim Cross at [email protected] or call us on 01945 898090.

Are you allowed a so-called “side-hustle” while working for another company? This issue formed the basis of a recent employment tribunal. Bank worker Victoria Lindsay won £22,000 from an employment tribunal after being advised not to advertise her cake business on social media while signed off on leave due to severe anxiety. The tribunal heard that Lindsay's cake business had long since been approved by the company. In a telephone call, Lindsay’s manager told her she should be mindful of what her co-workers would think seeing her posting cakes while she was off sick. The call led to a panic attack in front of her two children. She eventually resigned from the company in January 2022, before being successful with her claim of constructive unfair dismissal. There’s no law against employees running a second business. It is something that you, as an employer, should speak to your team about. Be clear in your communication and ensure staff know what you expect from them. For example, you need to ensure their extra-curricular work isn’t encroaching on their time spent on your business. A discussion on potential conflicts of interest also needs to be had. Perhaps you need to look at this in your contracts of employment? If you need further advice, please do get in touch. #employment #HRconsultancy #hrsupport #sidehustles #management

Most of the the workplace disciplinary cases collapse on the basis of procedural and substantive fairness. We shall delve deep and unpack the reciepies for avoiding such pitfalls. Book your spot

Emma Cocker and Joanne Leach of our Employment team will be discussing employers’ obligations regarding workplace stress and wellbeing at a forthcoming The Maine Group webinar with host Meeta Sahni. We invite you to attend on Tuesday 26 November 2024, 12:00pm to find out more about how our Employment team can help your business manage the risk of stress-related legal claims. Register your interest here: https://lnkd.in/eQBnf9_E #workplacestress #workplacewellbeing #peoplebusiness #employmentlaw

Understanding your legal rights after a workplace injury is crucial. In the US, laws are in place to protect injured workers, including workers' compensation statutes. These laws provide financial assistance for medical expenses, lost wages, and rehabilitation services. Being informed about your rights is essential for navigating the claims process and securing the benefits you deserve. Our blog article will tell you everything you need to know. 👇 https://lnkd.in/gfCaq3UP #legalrights #workplaceinjury #attorney #wolfgramlaw

What are the issues around redeployment? In Bugden v The Royal Mail Group Limited [2024] EAT 80, the Employment Appeal Tribunal ruled that the Employment Tribunal had erred in law in failing to consider the issue of redeployment as an alternative to dismissal. Ben Wilson explains all here: https://lnkd.in/eA9Afa2Q #Redeployment #HR #EmploymentLaw

My colleagues Emma Cocker and Joanne Leach will be discussing workplace stress and wellbeing at a webinar on 26 November 2024 at midday. Sure to be informative for both employers and employees, it's not to be missed. Please use this link to register: https://lnkd.in/eSqfW62J #lawrencestephens #wellbeing #employmentlaw

🎙️ Webinar invitation incoming! 😊 Emma Cocker and I are looking forward to discussing workplace stress and wellbeing with Meeta Sahni on 26 November - please sign up to attend via the link below. #employmentlaw #podcasterintraining

The resignation of the Archbishop of Canterbury highlights critical insights on preventing workplace harassment and maintaining ethical standards. Some key takeaways for HR professionals and business leaders: 1. Prevention measures must be established 2. Reporting mechanisms must be effective 3. Victim support must be prioritised over protecting the reputation 4. Institutional accountability must take place Read the full analysis on workplace safety below: https://lnkd.in/eppWedhQ #WorkplaceHarassment #DutyOfCare #ChurchOfEngland #ArchbishopOfCanterbury #UKEmpLaw