Employment Law nowadays is much more than unfair dismissal,
redundancy, and sex discrimination claims.
From the perspective of either the employer or the employee,
this area of the law is increasingly complex and has been influenced by
successive government policies and Europe.
For example, the Transfer of
Undertakings Regulations (TUPE), the Working Time Regulations, etc are matters
on which any employer or employee requires advice in relation to their
respective rights, duties and obligations.
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Click
here to link to a download of the Government text site of the Disability Discrimination Act 1995
In addition, employers and employees should be aware of
legislation such as the Disability Discrimination Act 1995.
It
is fair to say
that the law in respect of the interpretation of the Disability Discrimination
Act is still in a state of flux with some of the Employment Appeal Tribunal
decisions contradictory.
As an
employer, it is all the more important that you
seek proper advice as to the consequence of the Act in relation to, for example,
altering the physical layout of the premises, allocating some of the disabled
person's duties to others, acquiring or modifying equipment etc. Questions then
arise as to whether such steps are practicable and the extent of the employers
financial or other resources to assist in making such alterations.
From an
employee's perspective, it is important to know whether the illness or apparent
disability qualifies under the Act and the importance of letting your employer
(or potential employer) have sufficient information. the employer may not have sufficient
procedures to rebut an allegation of discrimination.
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MCCORMICK
