by Jennifer Ormond | Oct 5, 2018 | Advice & Guidance, Discrimination
“I have too much work to do, I can’t cope and I am stressed.” What obligations fall upon employers to resolve stress a work and what liabilities can arise from a failure to act? Obligations Once an employee says that they are stressed at work, the obligations on...
by Jennifer Ormond | Oct 5, 2018 | Advice & Guidance, Discrimination
People who suffer with mental health conditions are often too concerned about the stigma attached to it to disclose it to a new employer during the recruitment process. Today, we look at whether the employer has any grounds to allege that there has been a deliberate...
by Jennifer Ormond | Oct 5, 2018 | Advice & Guidance, Discrimination
Previously, we touched upon how a mental health issue can amount to a disability. Today, we explain that if it does, employers have a duty to make any necessary reasonable adjustments. Even where an employee’s mental health condition does not amount to a disability,...
by Jennifer Ormond | Oct 5, 2018 | Advice & Guidance, Discrimination
Most employers are aware that disabilities are serious and if not dealt with properly can costs businesses both time and money. Problems often arise around mental health as they are not always understood to be a disability. In employment law we use a different...
by Jennifer Ormond | Oct 5, 2018 | Advice & Guidance, Discrimination
Mental health can have a negative impact on your staff and the efficiency of your business, not just on the employee who is unwell. If a problem arises, how do you minimise the impact on your business? The first step should always be to offer assistance to the...
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