Our client's employee was forced to retire against his will. In forcing the retirement of the employee, our client had not followed the correct procedure that was in place at that time. We were able to resolve the issue with the employee, and our client now has formal procedures in place to avoid such claims arising in the future.
We acted for a company where a senior employee complained about the way in which she was treated by her colleagues. Part of her claim involved alleged sexual harassment. In fact, no harassment took place but, as a result of the case, the employer asked us to provide training to its senior managers to reduce the risks of such claims arising in the future.
A business had an employee who, shortly after he started, was signed off work with stress. The employer's recruitment procedure required the employee to declare any previous illnesses. It turns out that there was a long history of mental illness but the employee had not declared this. The employer wanted to dismiss the employee. We advised the employer to proceed with caution. We took expert medical advice. With appropriate medical treatment and with adjustments being made to the employee's role, the employee was not dismissed and is now a contented and productive employee in the business.