Best Discrimination Solicitors in Crawley

Briefly, in deciding which employee is selected for redundancy, you should use objective criteria, for example attendance record, skills and capability, and apply these in an independent way. You should warn and consult with the employee concerned and consider if there are alternatives to redundancy or suitable alternative employment. Detailed guidance on redundancy handling can be found on the ACAS website at www.acas.org.uk. It should be carefully followed because if you do not follow the correct procedure in making staff redundant, if staff are unfairly selected or this is not a genuine redundancy situation, you may find yourself faced with a claim for unfair dismissal. You should also consider whether to offer redundant staff a settlement agreement to avoid an employment tribunal claim.

My PA recently returned from maternity leave and asked if she could work from 8.30 am to 4 pm without taking a lunch break instead of her usual 9 to 5 with one hour for lunch. She says that this would suit her childminder and allow her to spend more time with her baby in the evenings.

You should first send a written grievance to your former employers setting out your complaint. If the matter remains unresolved, you can bring proceedings for breach of contract and unlawful deduction of wages in the Employment Tribunal to recover the money. Prior to filing a claim, however, you would need to file an ACAS Early Conciliation form following which ACAS will contact you and your former employers with the aim of facilitating an amicable settlement. You will need to act promptly because there are strict time limits for filing these claims and an Early Conciliation form.

I work as a nurse at an NHS hospital and am being bullied and harassed by my supervisor. Her behaviour has become worse recently and has taken the form of shouting at me in front of other staff and other intimidating conduct.

Your employer will have written grievance procedures and you should follow these. It is likely these will say that you should raise your grievance informally at first and that if your grievance remains unresolved you should put it in writing. The procedures are also likely to say that a meeting will then be held with you to discuss your grievance (at which you have a right to be accompanied) and that you have a right of appeal against their decision. The NHS Trust may also have a written policy on harassment, which may be relevant. If the matter is not resolved satisfactorily, you may have a remedy under employment legislation, in the Courts for personal injury (if for example you have suffered stress or mental illness) and under the Protection from Harassment Act 1997.