We were contacted by Miss B who was finding her working environment difficult while pregnant. Her employer had failed to conduct a health and safety risk assessment and they had ignored the employee's complaints. Following a letter from us, the employer agreed to conduct a health and safety risk assessment which revealed that the environment was such that the employee could not continue to work safely while pregnant and that she should be suspended on full pay during the remainder of the pregnancy.
Mrs C approached us for advice following a car accident which left her disabled. Her employers had failed to carry out a health and safety risk assessment or to find out what duties she could or could not do. In addition, the employer had failed to tackle inappropriate and hurtful comments made by her colleagues which had exacerbated the situation. Following a detailed letter of grievance from us, the employer sought appropriate medical advice as to what reasonable adjustments could be made to the working environment and made a commitment to staff training on equality and diversity issues. The employee is now being supported in her recovery and hopes to be working on a full-time basis within the next six months.
We were contacted by Mr D who advised that his employer had refused to recognise the fact that he was entitled to take annual leave following a lengthy period of absence. We contacted the employer and successfully argued that entitlement to annual leave accrues during long term sickness absence and that Mr D should be able to take his full entitlement on or before his return.