You’ve offered a job to the best candidate. Upon accepting it, they notify you about a medical condition which could prevent them from carrying out the role. How do you tackle this potentially tricky
situation?
Published 06.12.2012
Two-thirds of employers are experiencing the same problem with fit notes: inappropriate advice from the GP! What happens if you can’t implement it?
Published 10.01.2011
One of our subscribers has just encountered their first fit note. But they can’t implement the GP’s recommendations. So they’ve asked us to explain what happens in this situation and if there is
anything else they could do.
Published 11.05.2010
Let’s suppose that one of your employees claims to be disabled. You want to confirm the position with their GP, but whenever you ask for their written consent to do this you’re met with a point-blank
refusal. Where do you stand?
Published 11.02.2014
A poor performer hasn’t responded to your informal request for a clear and immediate improvement. Your preferred solution would be to make them redundant and recruit a replacement. Is this approach
legally sound?
Published 09.03.2015
In a recent case an employee who had been off sick for nearly two years was sacked due to his ongoing incapacity. However, despite his long-term absence, the dismissal was found to be unfair. Where
did the employer go wrong?
Published 06.03.2014
Apparently, more than two million employees have “gone sick” as a result of oral health problems in the past five years. Whilst a visit to the dentist can both prevent and cure problems, must you
grant time off for this purpose?
Published 17.12.2012
Employers who need help dealing with health conditions and sickness absence are now able to access the advice section of the new Fit for Work service. What’s on offer?
Published 30.01.2015
Only the tribunal can decide whether or not an employee is disabled. Whilst there’s no statutory test, an appeal ruling has confirmed how it must approach this thorny issue. So what is it expected to
focus on?
Published 29.01.2013
As long as you play by the rules, it’s quite possible to dismiss a poorly-perfoming probationer. But suppose that individual is also pregnant. Are you obliged to accept the situation simply because
she’s expecting?
Published 21.02.2012