UK Employment Solicitor - Emma Gross

Absolutely delighted to have contributed to today’s article in the Financial Times discussing the issues surrounding independent record keeping at employment tribunals.

“An independent and accessible court record is an absolute must for fair access to justice. Its absence impedes external scrutiny and makes appealing judgments especially tricky for people without lawyers and competent notetakers to support them…Without the benefit of audio-recording and transcription, you’re asking someone almost the impossible — to go back and remember an exact point of law or point of fact. It definitely puts employees at a disadvantage.”

FT subscribers can view the full article here: https://lnkd.in/edmnAaEh

Why aren’t employment tribunals being recorded and transcribed? Independent record-keeping remains controversial in workplace disputes, many of which still rely on note-taking

New law to allow staff a 'default' option to work from home is axed The long-awaited Employment Bill was among measures missing from yesterday's Queen's Speech while others were toned down as contentious legislation was abandoned ahead of the next election.

Delighted to have been published in the HR Director discussing world politics and the explicable link to tensions in the workplace.

Discussion of world politics can lead to tensions in the workplace, and even result in claims for discrimination and harassment.

The war in Ukraine is on all of our minds, and it is natural to want to talk about it with colleagues. The topic will be very personal for Ukrainian or Russian employees, or those with connections to both countries.

Our employment partner Emma Gross discusses the issues managers and HR teams should think about in an article for HR Director Magazine, saying:

“Fair treatment is both a moral and legal duty. Employers have a responsibility to fully investigate and respond to any issue they are made aware of, as well as take all reasonable measures to protect employees. Employers should have clear policies in place as good practice to ensure unwanted conduct does not happen.”

Read the article >> https://www.spencer-west.com/articles/emma-gross-discusses-politics-and-workplace-discrimination-with-hr-director-magazine

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Following the news that the CEO of Co-op Food, Jo Whitfield is taking a career break this year to support her children during their exams, it was great to speak to the team at HR Grapevine about the positives as well as the legal implications of taking a career break.

Health and Wellbeing is a huge focus in HR for 2022 alongside the growth of Flexible Working, and Ms Whitefield's decision to focus on her family for this period really shows the way that employees are starting to re-assess the work/life balance.

Combined with a post-pandemic world where companies are fighting to attract and retain talent, it is more important than ever that businesses listen to and communicate with employees as they navigate these new waters.

You can read the Read more about the article by Sophie Parrott here >> https://lnkd.in/eKK2-WQZ

The Basic Award is the first of two elements of compensation payable to an employee if an employment tribunal decides they have been unfairly dismissed. The basic award is designed to compensate an employee for loss of job security. It is calculated according to a formula based on the employee’s age, length of service and weekly pay in the same way as the statutory redundancy payment, and is subject to a statutory limit.

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“In order to build a rewarding employee experience, you need to understand what matters most to your people.”
– Julie Bevacqua

To build a workplace culture with enthusiasm about coming to work, you need to find out what is important to your people. There are many ways to collect feedback from your workforce, (all of them will feel like pulling teeth,) but if you can engage your employees and hear what they have to say, you have a great basis for creating a productive and positive environment to work in.