First published on Thursday, October 17, 2024
Last updated on Thursday, October 17, 2024
Welcome to HR Heartbeat, where we give you a rundown of the week’s top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentaries on all things HR and legal.
Hair-raising drama at the office party
A recruiter has claimed he was unfairly dismissed after complaining about a senior colleague drunkenly pulling his wife’s hair at a leaving party. The company denied the allegations, stating the incident was a “non-work-event” and cited the recruiter’s poor performance as the reason for his termination. The case is still ongoing, with both sides presenting their arguments at the Workplace Relations Commission.
Employers should establish clear boundaries between work and social events. Always handle complaints with transparency to avoid potential legal issues, and consult expert support if you're ever unsure. Or try our superfast AI tool, Bright Brainbox: ‘What should I do at a work Christmas party?’
Maternity mayhem, a costly delay
A former Iceland employee has won €51,000 for gender discrimination after a six-month delay in processing her maternity benefit forms left her without support during her pregnancy. Laid off without notice while seven months pregnant, she faced significant stress and financial hardship. The tribunal ruled that the company’s actions breached the Employment Equality Act.
Timely and accurate handling of maternity benefits is crucial to avoid legal repercussions and of course in supporting your pregnant employees. Maintaining precise payroll information, and consulting expert support are crucial.
For more info, ask Bright Brainbox: ‘Do I have to pay an employee maternity pay?’ or ‘What does maternity pay cost the employer?’
Heartbeats and hardhats in construction industry
The Construction Industry Federation (CIF) is launching a new safety campaign to educate thousands of construction workers on critical risks and heart health. The initiative includes ‘toolbox talks’, CPR training, and other events to promote safety awareness and preparedness.
As an employer, you should always prioritise industry-specific safety training to protect your workforce and prevent accidents on-site. Utilise a health & safety management system to protect your staff from risks, reduce hazards and prevent accidents with real-time reporting to help you build a safer workplace.
And that’s a wrap. Tune in next week for more headlines to make sure you stay ahead of major employment law changes!
