Archives

Archives / 2017 / May
  • Ramadan; adjustments to the employment environment

    Ramadan is around the corner, and given that around 4.2% of the county’s population will be fasting, I thought it would be useful to put together some facts for employers together with some guidance on making temporary adjustments to their policies to help staff observe Ramadan. 

    Here are some facts about Islam and Ramadan: 

    1. Fasting during Ramadan is considered one of the five pillars of Islam, but it is not simply abstinence from food and drink from dawn to dusk. 

    2. Fasting is seen as an annual spiritual training programme to strengthen the elements of self-confidence, self-control, tolerance and patience.

    3. Breaking the fast in a non-emergency situation where a life or long-term health is not at risk however, is not acceptable and the person must fast for … more

  • Keeping cool; revisiting dress codes in the summer

    Tags: Employment Law, Dress Code

    Do you think that Summer is finally here now? It seems to have taken a while to arrive!  Whilst most of us love the summer; brighter nights, picnics, a general feeling of being more energised. There is the small issue of what we wear to work in these temperatures that many Britons find difficult.

    When considering your workplace summer dress code, the balance between maintaining a visual sense of professionalism versus ensuring one’s staff do not melt like a discarded ice lolly, is a fine one.

    The starting point in striking such a balance is of course dependent on the type of workplace to begin with; what is acceptable summer dress on the building site will not be acceptable on the hospital ward or in a formal office environment. Employees that are client facing could most … more

  • The GDPR and employment law

    Tags: Employment law, GDPR

    The General Data Protection Regulation (the GDPR) is due to come into force on 25 May 2018, this is only a year away, which as we know will fly by. The GDPR was written to create a culture shift in how organisations handle personal data, non-compliance will result in greater penalties. 

    Overall the GDPR provides individuals with the right: 

    (a) to be informed; 

    (b) of access; 

    (c) to rectification; 

    (d) to erase; 

    (e) to restrict processing; 

    (f) to data protection; 

    (g) to object and 

    (h) not to be subject to automated decision making and profiling. 

    The GDPR is a complex piece of legislation, so to save you all trawling through it, I’ve picked eight issues which businesses should start considering: 

    1. Consenting … more

  • Calendar women and men; discrimination at work

    Tags: Discrimination, Employment Law, Employment Tribunal, Calendars

    When writing this article, it would have been very easy for us to talk about ‘calendar girls’.  When most of us think about risqué calendars in the workplace, we think about scantily clad women.  But a browse through many of the calendar stores, most frequently filling the shopping centres each December, shows there are just as many male-equivalent calendars out there.  

    We’re sure such calendars will have never been a feature in some work places but, for some employers, it’s custom and practice to see such images displayed.  Allowing such images to adorn the walls of your workplace is, undoubtedly, discriminatory but for those who are used to seeing such images, the thought probably never enters one’s mind.  We therefore … more

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  • Clearing the Air on Commercial Disputes

    Tags: Commercial Litigation, Commercial Disputes, Contract, Time Limits, Breach of Contract, Court, Remedies, Damages, Specific Performance, Rescission

    Navigating your way through a commercial dispute can be time consuming and stressful. Disruption caused to your business and the impact on managerial time can be costly.

    Commercial disputes are becoming increasingly commonplace, and therefore it is essential that businesses obtain strategic advice as soon as possible in any dispute so that they can minimise the impact on the business.

    Generally speaking, the law takes the view that a contract is formed between parties when one party makes an offer to another who accepts the offer. The parties have to be certain as to the terms of the contract, there has to be an intention to create a contract and there has to be ‘consideration’ i.e. there has to be some value.

    A contract does not need to be in writing or signed for it to … more

    

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