A  recent case has indicated,once again,that failure to ensure employees are not subjected to discriminatory behaviour can prove extremely costly .

In a recent case brought in the Birmingham Employment Tribunal a female Muslim lawyer agreed to settle her claim for discrimination upon payment of £75,000 after enduring racist comments and harassment over a five year period at the hands of a senior work colleague.

This is a salutory lesson for employers to make sure that all staff conduct themselves in an approriate manner in the workplace.Ultimately it is the employer who is liable for the actions of their workers.

So far as employees are concerned the case shows once again that  significant awards can be obtained in  appropriate circumstances.

In either case it pays to take advice promptly upon this complex and developing area of the law.

From April 2009 the rules change again to increase the statutory miminum holiday entitlement  to 5.6weeks (or 28 working  days) for all full-time employees. This is ,of course,amended pro rata for part- time workers.

The allowance includes Bank Holidays and relates to paid leave . An employer may, of course, agree to an increased holiday allowance as this is a minimum requirement.

Pay must be made at the normal daily rate for the period of the holiday ,excluding overtime.

If you are an employer, therefore, you should make sure you review your contracts now to ensure that you will not be in breach of the regulations .

As an employee you should check to make sure that your employer is aware of the changes and is putting in place suitable arrangements.

There are no further changes in the pipeline…for the time being.

Regrettably this will be  a word on many people’s lips this winter with national companies announcing redundancies running in to the thousands this week and unemployment at an eleven year high. Times are tough.

This makes it all the more important that you take proper advice to make sure the correct procedures are being followed in ,what is generally acknowledged to be,something of a legal minefield .

Employment legislation  is extremely complex and certainly one of the most complicated areas of law the vast majority of people will come across in their everyday lives.

A few moments taking the right advice at the right time can prove to be invaluable. We here at Willsons are pleased to offer that advice quickly  and clearly when you need it, in a friendly and professional manner.

If you have a query therefore concerning redundancy , or indeed any other employment-related matter, at this difficult time  do not hesitate to contact our expert employment team for clear and prompt advice in this complicated area of the law .

Important changes have recently been introduced regarding Maternity Leave that may have far-ranging consequences for employees and employers alike.

With effect from October 2008 existing rights, which previously applied to the initial 26 week period of Maternity Leave, have been extended so that they now  cover the entire duration of the extended Maternity Leave period i.e up to a maximum of 12 months.

It is important to remember , of course,that an employee on Maternity Leave retains full employment status and as such all of the rights which apply to any other employee.

In these dificult economic times employers are increasingly turning to Compromise Agreements to terminate employment. But what are they? How do they work? What are the consequences for you of such an agreement? Who pays for them?

These are all common questions . We here at Willsons as employment experts are happy to answer them for you  .

It is essential that you take proper legal advice before entering into a Compromise Agreement.Indeed it is a legal requirement .

Our employment experts will help guide you through the key points and ensure that you avoid  common pitfalls .

If you need any advice all you have to do is telephone , or if you prefer e.mail,for an appointment when we will be pleased to see you .