5 years of Team Torque
The time that’s passed since we started Torque Law has gone in the blink of an eye. The steep learning curve of our early days will be shared with anyone who’s ever wondered “how hard can it be?” and started their own business. We thought it would be worth reflecting on some of our top 5s in that time.
Employers may be able to rely on ‘litigation privilege’ even when an email shows a pre-determined decision to dismiss
Many of you will be familiar with the concepts of legal advice privilege and litigation privilege. In a nutshell: legal advice privilege protects the confidentiality of communications between clients and their lawyers, even where there is no prospective litigation; litigation privilege protects the confidentiality of communications between a client and its advisers (it doesn’t have to be a legal adviser) but only where litigation is in contemplation or existence.
Menopause and the workplace: time to fast forward change and increase awareness of the steps employers should be taking to support staff experiencing the menopause
Employers need to have a strategy and procedures in place to tackle the stigma attached to women experiencing the menopause and offering support to female employees at this time in their life. And fast!
Supporting your employees' mental health and wellbeing
For a long time, many people have struggled to talk about their mental health, particularly in the workplace. As line managers, it is important to know your team, and recognise the signs that someone may be having difficulties.
Dismissing employees for expressing concerns about COVID-19 – what should employers do, and not do, to avoid liability.
Despite all restrictions set to soon be lifted, COVID-19 is very much here to stay, especially with the Delta variant being significantly more transmissible than the variant it has largely replaced. As the first unfair dismissal cases relating to COVID-19 work their way through the tribunal system, we can see some patterns emerging and important lessons for employers. In this blog, Ellie considers this evolving area of case law and highlights the key takeaways for employers looking to grapple with these issues longer term.
Employers' Initiative on Domestic Abuse (EIDA) - toolkit for employers
We are extremely proud to be a member of EIDA and an advocate for their important work. Each month we plan to bring you some useful information from EIDA and this month it's their fantastic Toolkit, recently updated to take into account the Domestic Abuse Act.
Gender Identity in the workplace
June is Pride Month. In this blog we consider the increasingly important subject of gender identity, in light of two recent cases, outlining the need for employers to ensure their policies and practices are truly inclusive.
A guide to managing and supporting employees experiencing domestic abuse
The Covid-19 pandemic, and a move to more agile working practices, has thrown the issue of domestic abuse in to sharp focus. In our latest blog we look at how employers can support employees experiencing domestic abuse, and what their legal responsibilities are.
Checking European Economic Area (EEA) Nationals’ Right to Work in the UK
We all know that freedom of movement between the UK and the EU ended on 31 December 2021. In this blog we set out some common questions and answers in relation to right to work checks.
Joining the Employers' Initiative on Domestic Abuse to help tackle domestic abuse
We are proud to have become members of the Employers’ Initiative on Domestic Abuse (EIDA), a growing business network of like-minded employers with the singular aim of tackling domestic abuse.
Can Employers Require Staff To Be Vaccinated Before Returning To The Workplace?
Now that the COVID-19 vaccination programme is in full swing and the Government is slowly but surely beginning to unlock the country, we are starting see many of our employer clients planning the return of their workforces.
The perfect time for a Spring clean of your contracts and privacy notices!
Now is the perfect to time to do some ‘spring cleaning’ to make sure that your standard terms of employment and privacy notices are up to date and, importantly, compliant with the law.