January 2020 NewsletterWelcome to our first Newsletter of 2020.  To help you plan for the working year ahead, this edition provides you with an overview of the main employment law changes for this year.  As a result, it’s a bit longer than usual! This issue gives you the low down on changes to written terms for all and the taxing topic of IR35.  We also update you on recent guidance from the ECHR on sexual harassment and the Miscarriage Association plus latest from the Information Commissioner’s Office (ICO) to help employers with data protection compliance and subject access requests. In our first case update of the year we look at whether ethical veganism is a protected belief, the importance of the right of substitution in deciding employment status, and whether detriment claims in whistleblowing cases are limited to the field of employment. But first, a few items from us: Changes to our monthly newsletter We are making some changes to our newsletter.  We’ll be skipping the February issue and instead, from March, you can expect your Menzies Law newsletter during the first week of the month.  Additionally we are trialling a new updated style and format.  Some of you will receive the new version (we await your feedback!), whilst some subscribers will continue to receive the current version.  Thanks for your patience whilst we make these alterations! Gender Pay Gap submissions We are now just a few months away from the 3rd year of GPG submissions for organisations of 250+ employees.  Businesses with fewer than 250 employers are now increasingly volunteering to calculate their gender pay gaps for a variety of reasons.   These calculations can create quite a burden in terms of time and resource, so if you need assistance with your calculations and submissions, our Pay & Reward service can help you. We provide a range of solutions to suit your budget; from a simple ‘sense check’ (reviewing the data you have collected and your calculations) to a full Equal Pay Audit & Assessment. If you would like to discuss any aspect of our Pay & Reward service, please get in touch with Lindsey Newman in the first instance on 0117 325 0526 () Business Immigration advice and guidance from Menzies Law – Brexit and beyond The Home Office have been increasingly penalising companies for not having the correct processes in place when sponsoring foreign workers. Lack of compliance can lead to your licence being suspended or revoked, which can have serious consequences for the company and workers. You may employ EU nationals in the UK permanently with pre-settled or settled status (or in the process of applying for it).  You may also have employees working on client projects in the EU from the UK or you’re looking to employ EU nationals who will moving to the UK, possibly with their family.  Either way, ensuring your business is compliant is a vital investment. Whatever your business immigration issue, we’re able to provide guidance and advice via our specialist business immigration legal partners.  We also have a range of Fixed Fee business immigration products available.  Please get in touch if you’d like to know more or see our business immigration website page for more information. A roundup of this month’s news:  Government reforms: New year, new law! Guidance (1): ECHR on sexual harassment Guidance (2): Miscarriage Association Data Protection: ICO Data Hub & Subject Access Requests Case update (1): Discrimination  – Are Ethical Vegans Protected? Case update (2):  Employment Status – The Right of Substitution Case update (3):  Whistleblowing– There’s a limit  ... Read more...

Blog: 2020 UK Employment Law changes you need to know about2020 looks to be a busy year for employment law changes.  We’ve created a time-table of major employment law changes you may want to consider to help you with your planning. Case law developments anticipated in 2020 In addition to the list below, we’re expecting outcomes on some important legal cases this year.  Keep your eyes peeled for the news on the following: Morrisons data breach This is a case with big potential implications for employers.  Back in 2014 Morrisons Supermarket was the victim of a data breach carried out by an employee.  He leaked personal details online of 100,000 employees – including their salary, bank account and NI information.  He was jailed for this but Morrisons were found vicariously liable for his actions in the High Court and the Court of Appeal. They are now appealing to the Supreme Court in an attempt to reverse this judgment, which is anticipated in 2020.  This case has created a wider scope for vicarious liability which employers need to be aware of.  We will of course keep you informed on the outcome of the Supreme Court judgment. Mencap sleep-in pay appeal This hearing (anticipated Feb 2020) and judgement from Supreme Court is urgently awaited by a variety of charities.   This case revolves around the question of whether every hour of a sleep-in shift counts for the purposed of the National Minimum Wage – including the hours the individual spends asleep. It has been reported that total back pay could be as much as £400 million. It is therefore a critical case for care charities and their finances.  If the Supreme Court overrules the Court of Appeal’s ruling, some charities will face bankruptcy. Employment Law Timetable 2020: 1. Brexit   31 January Many UK employment laws in areas such as holidays and business transfers currently come from EU directives. Under the provisions of the EU Withdrawal Act these have been written into UK law. This means that on the day after the UK leaves the EU there will be no immediate change in the law affecting employment. However, what happens in the longer term will be for the UK government and Parliament to decide. We are still very much in the land of the ‘unknown’ at this stage. Any changes will depend on how the UK leaves the EU, and the nature of our future relationship and trading arrangements. We work in partnership with Business Immigration law experts to offer legal advice and fixed fee services in this specialist area. Please get in touch if you’d like to know more: 0117 325 0526 If you are looking for some guidance on preparing to leave the EU, please visit https://www.gov.uk/brexit#business 2. Gender Pay Gap reporting for public sector employers  30 March Public Sector Organisations with 250+ employees will have to submit their 2019 reports before 30 March 2020. 3. National Minimum Wage 1 April An increase in the National Minimum Wage is due in April 2020 as follows: Year 25 and over 21 to 24 18 to 20 Under 18 Apprentice April 2019 £8.21 £7.70 £6.15 £4.35 £3.90 April 2020 £8.72 £8.20 £6.45 £4.55 £4.15 4. Gender Pay Gap reporting for private sector employers  4 April Companies with 250+ employees will have to submit their 2019 reports before 4 April 2020. 5. Statutory Sick Pay  6 April SSP increase expected 6. A week’s pay  6 April The maximum amount of a week’s pay (used to calculate statutory redundancy payments) expected to increase. 7. Termination Payments  6 April Termination payments above £30,000 now to be subject to employer’s national insurance (Class 1A NICs) 8. IR35 Changes  6 April The IR35 tax rules are aimed at reducing tax avoidance for off-payroll contractors working through personal service companies (PSC) come into force in April. These are a set of new processes and obligations which will apply to existing as well as new arrangements. They require action each and every time. From 6 April 2020, medium and large sized private sector businesses will become responsible for assessing the employment status of the off-payroll workers they engage. The simple reason behind this is cost. The government has reported that the cost, in terms of lost tax revenue, of non-compliance with the off-payroll working rules in the private sector is growing and will reach £1.3 billion a year by 2023/24. From April the new rules will apply to private sector businesses with an annual turnover of over £10.2 million or 50 or more employees. The Government has, however, announced a ‘limited’ Off-payroll review. The likely outcome is small tweaks rather than the wholescale change some campaigners would have liked. Accordingly we wouldn’t advise you to change your plans at this stage, you need to be ready for this one. 9. Right to a Written Statement  6 April There are three important changes to written statements, which will apply from April 6th 2020: All workers employed on or after 6th April 2020 will be entitled to a written statement of employment particulars. Employees and workers must be provided with their written statement on or before their first day of employment. There is additional information that written statements will need to contain As this is one of the biggest employment law changes of 2020 (if not the biggest), you can find our much more detailed piece here: Changes to written statement of particulars – get ready for April 10. Information and Consultation  6 April From 6th April 2020, there will be a reduction in the percentage of employees required to make a valid request for an agreement on the sharing of information and consultation within the workplace. Currently it is at least 10% of the workforce who must put in a request before an employer is obliged to take steps to comply with this right. This percentage will be reduced to 2%. The requirement that at least 15 employees make the request will remain. 11. Agency Workers  6 April There are three important changes to agency workers’ rights which will apply from April 6th 2020: Abolition of the Swedish Derogation (sometimes referred to as ‘pay between assignments’ contracts). Previously agency workers could agree a contract which would remove their right to equal pay with permanent counterparts after 12 weeks working at the same assignment. From 6th April 2020, these contracts will no longer be permissible, and all agency workers, after 12 weeks, will be entitled to the same rate of pay as their permanent counterparts. All agency workers will be entitled to a key information document that more clearly sets out their employment relationships and terms and conditions with their agency. Agency workers who are considered to be employees will be protected from unfair dismissal or suffering a detriment if the reasons are related to asserting rights associated with The Agency Worker Regulations. 12. Holiday Pay  6 April From 6th April 2020, the reference period used to calculate a ‘week’s pay’ for holiday pay purposes will be extended from the previous 12 weeks of work to the previous 52 weeks. 13. New Statutory Rates  7 April Statutory Maternity Pay (SMP), Statutory Paternity Pay (SPP), Shared Parental Pay (ShPP) and Statutory Adoption Pay (SAP) expected to increase. 14. Parental Bereavement leave  April It will give all employed parents the right to 2 weeks’ leave if they lose a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy. Parents will also be able to claim pay for this period, subject to meeting eligibility criteria. 15. Posted Workers  30 July Revised Posted Workers Directive set to be become law. 16. Free Movement  31 December Free movement of EU workers expected to end.     As always, Menzies Law will keep you up to date with any employment law developments and their implications as they happen.  In the meantime, if there is anything you’d like advice or guidance on, we’d be keen to explore how we can help you, just get in touch!   0117 325 0526   If you’d like to join our mailing list and receive our newsletters, blogs and event information straight to your inbox, please click here  ... Read more...

Blog: One of the biggest employment law changes in 2020 – are you ready?Perhaps the biggest employment law change of 2020 (in terms of you needing to change how you do things) arrives on 6 April.  It has the potential to cause headaches for HR practitioners, as it involves changes to the right to receive a written statement of particulars of employment.  Changes include not just when an employee has to receive these but most importantly, what this set of terms should include. Now you may already feel your eyes glazing over and a yawn coming… but stay with me here! The requirement for a ‘written statement of terms and conditions’ (under section 1 of the Employment Rights Act) is essentially the statutory bare minimum for what must be in an employment contract.  You’re probably very used to what needs to go into one of these statements, but things are changing. What’s changing? My references below to ‘statement’ will obviously include any employment contract you use. In summary, the changes are: The statement must be given on the first day of employment instead of within two months of start date as it is currently (with some exceptions like details of pensions, collective agreements and training rights, which can be given later). The exemption from this duty for employees in short-term employment for a period of less than one month no longer applies.  All workers have the right to receive their statement no later than the first day of their employment. The right to receive the statement, previously enjoyed only by employees (including apprentices), is now extended to ‘workers’ who are engaged at any time after 6 April 2020.  Existing ‘workers’ (who are not also employees) do not have a right to receive a written statement, unless they are ‘re-engaged’ by you after that date. There are a number of new pieces of information and terms that must now be given in the statement, namely: Which days of the week must be worked Whether or not such hours or days may be variable and, if so, how they vary or how that variation is to be determined Any terms and conditions relating to any paid leave other than holiday and sick leave. Any other benefits not covered elsewhere in the statement (which includes both contractual and non-contractual benefits) Details of any probationary period (this would in all likelihood include so-called ‘trial shifts’), including conditions applicable to it and its duration Details of any training entitlement, and any part of that training entitlement which is compulsory Details of any other compulsory training which the employer will not pay for So what? There are, technically, only a couple of areas where you can refer an employee to another document containing the relevant terms (e.g. policy) rather than putting the information into the statement itself (and we set these out below). Strictly speaking, the detail must be set out in the statement itself. I imagine many of you will take the view that you can live with a ‘technical breach’ where you refer employees to a separate document (e.g. a comprehensive Staff Handbook) as long as the statement covers all the main points.  Below are some of our main pointers to make the process easier for employers. What about the Workers? It is only ‘workers’ (non-employees, such as casual workers) who join your organisation after 1 April 2020 who will be entitled to receive a statement for the first time – not those you’ve already hired. Nevertheless, this may involve an overhaul of the documentation you give to workers. While we are at it, do they need to be this middle tier of ‘worker’? The law in increasingly moving back to have two main types of employment: employees and self-employed. Whilst there are some good reasons for having ‘workers’, it often leads to confusion and mistakes and maybe now is the time to consider your legal relationships with those who work for you. Perhaps you already comply? The vast majority of employers obviously give their employees an employment contract (which contains all the necessary ingredients of the basic minimum ‘statement’).  Your employment contracts may very well already comply with the new legislation – in which case, happy days! If not, you may wish to issue an updating document to employees that ticks all the new boxes. Remember, employees can request an updated statement/contract (you probably know who those ones will be!) so you might want to be prepared and have one ready to go. On a practical level, if you are considering implementing a new type of paid leave (‘grandparents leave’, anyone?), it will make sense to introduce this either on or before 1 April 2020 – if not, you will have to issue another updated statement/contract later in the year. And don’t forget that if you have any directors on directors’ service agreements, these should be checked too for whether their contents comply with the new rules.  Since these agreements tend to be detailed and lengthy, the chances are they probably do, but it’s worth checking anyway. Working hours, days and variations The new requirements in relation to hours of work are also likely to require an audit of current practices, so that the employer is able to provide the relevant details.   Actual working practices may have changed since the employee was first taken on.  Any existing documentation may not properly reflect the contractual position in relation on issues such as how variations to working hours are determined or the employee’s current working hours or pattern. Benefits You will also need to audit the benefits that are provided to your workforce, so that details of these can now be included in updated statements/contracts. Both contractual and non-contractual benefits are covered by this requirement. You should therefore be careful to specify in the statement/contract which benefits are contractual and which are non-contractual or discretionary. An added practical complication is that you are not permitted to simply refer your staff to another document for details of their other benefits.  These must be included in the statement/contract itself. Employers who provide a wide variety of benefits and/or whose benefits vary significantly according to the employee’s status or role may find this new requirement particularly onerous. I suggest you take a pragmatic approach, where you accept the risk of ‘technical’ non-compliance with this requirement.  This route would mean including only a summary of details in the statement/contract itself and, even though this is not permitted by the legislation, referring the employee to further details contained in another document, such as a benefits policy. Training entitlement You will need to review your workforce’s training requirements and practices to ensure they have the full picture across all parts of the business. Whilst employees can be referred to another reasonably accessible document for details of any training entitlement provided by the employer, details of: any part of the training entitlement that is compulsory, and any other compulsory training (i.e. training which is not provided by the employer) which the employer will not pay for. These must be set out in the statement or contract. Referring employees to another document It has always been permissible, for certain employment terms, for the employer to refer the employee to another ‘readily accessible document’.  This has not changed.  In fact, the list has been expanded. By way of reminder, these are: any terms and conditions relating to incapacity for work due to sickness or injury, including sick pay any terms and conditions relating to any other paid leave any terms and conditions relating to pensions and pension schemes any training entitlement provided by the employer (but not details of any compulsory element of that training, or details of compulsory training that the employer will not pay for as explained above) the terms of the disciplinary rules and procedures (but details of the person to whom the worker can apply if dissatisfied with any disciplinary decision relating to them, or any decision to dismiss them, and the person to with whom the worker can raise a grievance must be set out in the written statement itself) the terms of the disciplinary appeals process and grievance procedure A good opportunity for a thorough update? Rather like a good spring-clean, the new legislation does give you a chance to give your contracts a proper dust-off.   Consider if they are still really fit for purpose.  Perhaps more importantly, do they properly reflect your organisation as it exists now? Are they written in the ‘style’ of your organisation? I recently reviewed employment contracts for a dynamic, growing tech business employing lots of 20 somethings.  I discovered that their terms of employment were not only non-compliant but did not reflect the true culture of the organisation either.  They were overly wordy, full of ‘legalese’ and not very employee-friendly.  They were certainly not in-line with their employer brand.  A thorough re-write meant that new hires now get a contract which mirrors the business they’ve signed up to (rather than one unrecognisable from the one who they interviewed with!). These documents do ‘set the scene’ for your relationship with your employees from day 1 – so ignore them at your peril!  Make sure they properly serve both you and your employees. We are adept at creating, updating and re-writing employee contracts of all types – from those for casual employees up to directors’ service agreements.  Please get in touch if we can help you ( / 0117 325 0526). Anne-Marie Boyle Partner... Read more...

December 2019 NewsletterSeasons greetings! If you’re full of Christmas spirit like us then let us entertain you with our last 2019 employment law/HR news before the celebrations (rightly) take over.  Although we can’t yet peer into the Christmas future (we’ll let the snow flakes settle on the general election result first!), we can update you on dealing with festive and VE day bank holidays, new holiday guidance and calculator, and ICO guidance on special category data. In our final case update of the year we look at TUPE and its application to workers, the fairness of dismissal for sharing salary information of a senior employee, and the Supreme Court’s decision that an employee can be automatically unfairly dismissed for whistleblowing, even if the dismissing manager was not aware of the employee’s protected disclosures. Happy holidays and see you in 2020! A review of 2019… A review of 2019 has shown us just what a busy year it’s been for Menzies Law, despite the political upheaval and uncertainty we’ve all been grappling with.  We’ve developed some great new clients relationships as well as continuing to build on long term one’s.  We’ve enjoyed a huge variety of work including equal pay cases, extensive employment policy reviews and some really interesting training sessions with clients on workplace investigations and equality, diversity and inclusion. We’ve run a number of events and partnered with others on theirs to reach new audiences, speaking over the year on themes including pregnancy and maternity in the workplace, menopause in business, employment law for SME’s and start-ups and several employment law updates.  We’re now busy planning for 2020 so please do let us know if there are topics you are particularly interested in – Lindsey is all ears so do get in touch with her ( / 0117 325 0526) We have some exciting plans for 2020 and we’ll let you about those in due course together with our usual reminders on employment law issues to prepare for in 2020. Finally, a little positivity for you courtesy of Upworthy.  We do hope you’ll enjoy these illustrations. Wishing you a great Christmas and a very happy and healthy 2020   A roundup of this month’s news:  Bank Holidays: Christmas and beyond… Government reforms: Holiday Guidance and Calculator Data Protection:  ICO Guidance on Special Category Data Case update (1): TUPE – Are workers protected? Case update (2):  Human Rights and Covert Monitoring Case update (3):  Unfair Dismissal – Disclosure of Salary Details  ... Read more...

Blog: Pregnancy & maternity in the workplace – part 4In the last of our series looking at Pregnancy and Maternity in business, Anne-Marie Boyle looks at the tricky issues thrown up where a dismissal situation (including redundancy) arises during or after a period of maternity leave. We know that in life (despite our best efforts), nothing stays the same and this is very much the case in the workplace also. It is possibly a woman’s biggest work fear that whilst she is on maternity leave, her employer will decide they no longer need her – or worse, prefer her ‘stand-in’.  In my experience, and those of my colleagues, neither of these scenarios are a rare occurrence. Special protections for women who are pregnant or taking maternity leave There are specific protections for women around this time.  These protections include a claim for automatic unfair dismissal (so, no need for 2 years’ qualifying service) if: A women’s dismissal is connected with her pregnancy or maternity leave; or A woman is made redundant and s10 of the Maternity and Parental Leave Regulations 1999 (MAPLE) apply and have not been followed (more on this one later!); or A woman is made redundant from a pool and her selection is connected with her taking maternity leave or pregnancy. Additionally there are the significant protections in the Equality Act 2010.    These prevent discrimination by reason of pregnancy and maternity and sex discrimination when someone is dismissed. Again, these claims do not require any qualifying service and can attract unlimited compensation and injury to feelings award.  (Our earlier blogs would be worth referring back to for more detail Menzies Law Blogs) What about where an employee’s absence on maternity leave reveals to her employer that her role is not needed? This happens a lot in practice.  Work is distributed whilst the employee is away amongst others in the team, or, is simply not done. This was the case in SG Petch Ltd v English-Stewart.   Ms English-Stewart was employed as a marketing manager with a team of 5.  As she attempted to return from maternity leave, her manager informed her that ‘they had coped’ without her and therefore she was redundant. She brought a claim for unfair dismissal arguing that her dismissal was ‘connected’ with her pregnancy.  At the EAT, they found that the reason for the Claimants dismissal was not that she had taken maternity leave, but because she was redundant because her work had been distributed elsewhere. However, the EAT sent the case back for reconsideration on the ‘selection’ point above.  Should she have been in a pool for selection? And if so, why was she selected?  Clearly, if the only reason she was selected for redundancy was because she had just been on maternity leave, then she would be successful (which in this case it certainly looked like the case!). The clear message is that whilst it is not in itself unlawful for an employer to consider a redundancy situation that arises by virtue of a maternity leave, this type of scenario must be handled correctly. Employers should be asking themselves ‘are other employees doing similar work?’  If so, should there be a wider selection process.   Fair selection criteria and its application will also be crucial here. If the employee who is coming back from maternity leave is the one who is selected, you need to ensure you have transparent objective reasons for picking her. The ‘section 10’ conundrum This is another tricky and often misunderstood area of law. Section 10 of MAPLE provides an obligation on an employer to make an employee an offer of suitable alternative employment once she is redundant or at risk of redundancy whilst she is on maternity leave. When does this duty kick in? As soon as the decision is made to delete the woman’s role. It does not arise following a competitive interview process to decide which employees to slot into a new role because their positions have been made redundant.  It does, in effect, put women on maternity leave at ‘the front of the queue’ for alternative positions. It also only applies if the woman is still on maternity leave.  Once she has returned to work (or also whilst pregnant) there is no specific protection under s10 MAPLE.   As such, we are aware of some employers delaying any decision until after an employee has returned to work. What must be offered? This is interesting – the employer has to make ‘an’ offer of a suitable alternative vacancy: it does not necessarily have to offer every role or even the role that the woman most wants (if there is good reason for not doing so). What about if you have more than one woman made redundant, still on maternity leave yet there is only one suitable alternative vacancy?  My best guess here is that you can make a conditional ‘offer’ (which is all the law requires) to both women and if they both accept it, then they can be asked to attend a competitive interview or other selection process. Is there a legal obligation for an employer to provide cover for a woman’s role whilst she is on maternity leave? Again, an interesting one. Many woman would argue that if their role is not covered whilst they are away, then it is obvious that their role will ‘shrink’ and make a redundancy inevitable when they try to return to work.   There is a logic to this and it is definitely something I have witnessed in practice. Whilst there is no statutory obligation on an employer to ‘cover’ a role whilst their employee is on maternity leave (and many will take the opportunity to make some costs savings at this time), I think it is definitely arguable that, for certain types of roles, a failure to recruit cover could amount to pregnancy/maternity discrimination under the Equality Act. Of course, it is open to an employer to argue that it would do the same with any type of lengthy employee absence – but it is certainly one to think about. We have advised employers on many dismissal scenarios arising around the same time as either a pregnancy or a maternity leave. Our advice is invariably to be very sure why the dismissal (usually redundancy, but not always) is necessary and justified. If there are transparent and objective reasons, there is no reason for this to be unlawful or discriminatory. However, the procedure adopted will be crucial both to ensuring the decision-making is objective and not open to challenge. This is the last in our Pregnancy and Maternity Blog series.  Tamsin and I really hope you have found them useful.  As always we’d welcome your thoughts and feedback and of course if you have a pregnancy or maternity issue you’d like advice on, please get in touch with us.  / / 0117 325 0526... Read more...

Blog – Love, sex and employment lawyers…The recent ousting of McDonald’s CEO for having a workplace relationship provides a useful chance to look at the issue of office romances and ask ourselves – what is appropriate for businesses nowadays? The US approach I worked in the City of London in the early noughties.  There was a lot of eye rolling amongst my employment law colleagues at our American-owned clients who had so-called ‘love contracts’. In essence these prohibited romantic relationships with colleagues – which presumably was in the McDonald’s contract.  What nonsense, we said to each other. Thinking about it now, most of us were (or had been) in relationships with people we met through work.  Like doctors and other busy working types who have little life outside of work, the only people young lawyers usually get the chance to meet are work colleagues.  If you can’t date them then what on earth are you going to do for romance? Large US-owned businesses have continued to pursue a trend of banning workplace relationships and this has now spread to other large organisations – although sometimes only at management levels.  Some bans are not a blanket policy across the entire business, but instead only prohibit relationships within departments or where there is a significant power imbalance by virtue of seniority. Decide what is reasonable for your organisation I expect you’ll agree that the more targeted such a ban is towards the precise areas of ER/legal risk that you and I have to deal with when an office relationship goes wrong, the (potentially) more reasonable such a ban may feel. It may feel over the top to prevent you from dating someone who works in another division or department of the company, but more reasonable if it were within the same team, and certainly very much more reasonable where one of you was involved in the line management of the other. What are the legal risks? In terms of what the risks are, there is of course the obvious legal risk of one party deciding (sooner or later) that the other party’s attention is unwanted.  This may be right from the outset, or after one or two dates, or after a much longer relationship.  Whatever the duration of the relationship, once it goes wrong and two individuals have to keep working together, the risk of a claim related to harassment (or similar) arises.  There is also the potential that you may have to end up moving or exiting one party. Even without thinking about the legal implications, there is of course the problem of all the disruption (gossip, rumours, flirting, tears and general distraction from one’s duties) that office relationships, good and bad, can cause.  Time spent fluttering your eyelashes or gazing longingly at a colleague for hours are hardly helping you crack on in a productive way with your work (so I’m told). From my perspective as an employment lawyer who mostly defends employers, my experience is that many sexual harassment claims could certainly be avoided if it were a clear rule that there was to be no fraternization in the workplace. It brings to mind the advice I had to give on a situation where a male CEO was systematically (and intentionally) sleeping his way through all of the several female directors on their Board.  You will be pleased to hear that it stopped when the CEO failed to ‘succeed’ with the HR Director. She spotted the pattern and called his behaviour out.   The point is, of course, that his sexual urges would hopefully have been restrained (or at least reduced) if he had been aware that he would be in breach of contract by such action.  Not a guaranteed outcome, but at least a strong deterrent. What’s the solution? My experienced view is that there is real benefit to employers in having – as standard – a contractual ban on any workplace romance where one party is involved in the line management of the other or where there is a significant power imbalance (however that might be measured in the organisation). The downside of such an approach is that some office romances and relationships would fail to materialise.  The advantages however are considerable. If you’d like to talk about putting such a policy in place in your organisation, or discuss anything else I’ve mentioned, do get in touch with me at .   Luke Menzies Director Email Luke or call 0117 325 0921  ... Read more...