How dangerous is a fall from height?

Workplaces can be dangerous.

When it comes to accidents at work, there is an almost endless number of ways you can get injured. But there’s one type of accident in particular that can cause major injuries, from life-changing to fatalities.

A fall from height is the biggest killer in the workplace. In 2018/19, the Health and Safety Executive (HSE) found that 40 people lost their lives at work after a fall from a height.

The World Health Organization has also found that falls are the second leading cause of accidental injury deaths globally.

The most dangerous industries

Falls from height are more common in certain industries. You’re far less likely to suffer such an accident if you work in an office than if you work on construction sites, for example. However, regardless of industry, you will likely find that a fall from height causes more damage than another type of accident.

The most dangerous industries in the UK in terms of fatalities is agriculture, forestry and fishing. This sector saw 32 deaths in 2018/19. Construction saw the second highest number of deaths, at 30, while manufacturing saw 26.

Since places of work involving heights are common within these industries, it is unsurprising that such a high number of fatalities was seen. It is expected that employees within these sectors will work on ladders, scaffolding, roofs, machinery, platforms and racking, among other heights.

Risk factors

If you work outside, the weather could then have an impact on the chances that you might suffer a fall. Workers are more likely to suffer a fall when it’s wet or icy than if it’s dry outside. So that makes it essential that employers whose workers spend the majority of their time outdoors ensure they have appropriate health and safety policies in place. If you’re worried about your company’s health and safety policies, it’s important to raise your concerns.

Are you more likely to have an injury than someone else? Your attitude may come into play here. You might find that you’re carrying out the same safety precautions and wearing the same gear than colleagues, but if you’re complacent about your safety, you might find that you’re more likely than your co-workers to fall.

The impact of distance

Distance is one of the key factors affecting how dangerous a fall from height will be. If you fall from a distance of just over a foot, you might sprain a wrist or suffer a cut. Falling from 48 feet – or four stories – however, could see your life end. According to reference book Trauma Anesthesia, that’s the median distance for a fall to be fatal. When that increases to seven stories in height, 90% of falls are fatal.

There have been reports of miraculous survivals, such as the flight attendant who survived a 33,333-foot fall when the plane she was in exploded. Vesna Vulović suffered temporary paralysis from the waist down, but the only lasting health issue she suffered from was a limp.

But stories like these are exceptionally rare. It is far more common that someone falling from a significant distance will suffer a catastrophic injury. Imperial College London professor of surgery Sean Hughes told the Guardian that the majority of people who fall from a height die after fracturing their spine at the top, therefore cutting right across the aorta.

Although most workplace accidents can be prevented, working at a height has its own risks. These can be negotiated, but there will always be danger associated with heights. It will always pay to abandon complacency and to take the situation seriously.

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Deciding whether to make a medical negligence claim

You’re not going to be in a particularly healthy state when you go looking for medical attention. If you require treatment, something is wrong.

When this goes wrong for you, it can feel worse because of the weakened state you may have already been in. This is when you might want to start thinking about the viability of making a medical claim.

An issue of trust

Experiencing medical negligence is a devastating betrayal of trust. You agree to undergo a certain treatment because you’re assured that it’s going to help you start feeling better. But mistakes do happen. The NHS saw a £9 billion cost of harm in 2018/19, showing just how possible it is for these errors do happen.

You should be able to trust your clinicians. If they let you down, you have the right to get justice for what you’ve been through. However, it is an emotive issue. When it comes to taking legal action against our healthcare providers, particularly the NHS, we find it very difficult to get comfortable with the issue.

But if you can’t trust your doctors to deliver the healthcare that they should provide, you have the right to justice.

What it will do

Some people think that making a medical negligence claim is about compensation. However, for most victims of this kind of malpractice, it’s about getting the person responsible to own up to the mistakes they have made.

In a majority of cases, those who have suffered from medical negligence want to help stop it happening to anyone else. And one of the best ways of doing so is to draw attention to what went wrong in your case. If the trust responsible for the negligence can address what happened to you, there’s a good chance it can stop it happening again to someone else.

Getting back to yourself

A medical or hospital negligence claim can result in compensation. But it is intended to help get you back to the position you were in before you suffered from this substandard care. It covers the pain and suffering you’ve been through, as well as any further treatment you will require.

This means it can help you pay for rehabilitation or physiotherapy, as well as any necessary adaptations to your home or vehicle to help you get around. It also extends to compensate for any loss of earnings you’ve suffered as a result of not being able to work.

Rather than it being a payout to keep someone quiet or to allow you to benefit financially, medical negligence compensation is meant to improve your quality of life. That malpractice shouldn’t have happened to you, but it did. And you are entitled to the opportunity to get back to who you were before it ever happened.

Deciding to claim

So when you’re thinking about whether you want to make a claim after experiencing medical negligence, don’t forget that you are entitled to justice. You are entitled to help in getting you back to the position you were in before it ever happened. And you are entitled to have any resulting losses compensated for.

It’s your legal right.

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Personal injury: how do I know I have a claim?

Personal injury claims cover a wide range of incidents, so how do you know whether you can make a claim for the injury you’ve suffered?

There are so many ways you could get injured – from falling down your stairs at home to being scalded by boiling water in a café. Knowing whether you can make a claim will typically come down to one question: was your injury caused by someone else’s negligence?

If someone is responsible for your accident, you can likely make a personal injury claim against them. This is also true if it’s an organisation or business.

Some of the most common personal injuries include:

Accident at work

Employers have a responsibility to ensure that a workplace is safe. If it has not taken this duty seriously and you have suffered the consequences – in the form of an accident and resulting injury – then you could have a claim.

Some workplaces are more dangerous than others. Someone working on a construction site with moving objects and vehicles and heavy machinery will be more at risk of a serious injury than someone in an office, where the biggest threat is trailing wires and the trip hazard they present.

Road traffic accident

Road traffic accidents are one of the most common types of accidents in the UK. In 2018, there were 160,597 casualties of all severities reported to police, according to the Department for Transport. However, it is likely this figure could be higher as not all injuries and accidents are reported to police.

These accidents are a potential threat to almost everyone. They can happen while driving your own vehicle, on public transport, in a taxi or even as a pedestrian. If you were hurt in an accident while on the roads, you could be able to make a claim against the person responsible.

Slip, trip or fall

Some of the most common accidents you could experience in public places are slips, trips or falls. These accidents could be caused by a range of hazards, including wet or icy surfaces where no signs have been put up or tripping on uneven paving stones.

You could also find yourself falling down public stairs that have not been properly maintained or in an area that lacks an adequate level of lighting. In each of these examples, someone has been responsible for fixing these problems but hasn’t. And this negligence means you will likely be able to make a claim for compensation.

Medical negligence

One of the more sensitive areas of personal injury claims includes the medical negligence field. This is when you have sought medical attention for an existing condition, but the treatment you received was substandard, causing your condition to worsen or a new health problem to develop.

This could have come about after treatment by both the NHS or a private practitioner. You may have suffered various forms of negligence, including misdiagnosis or delayed diagnosis, surgical errors, nerve injury or dental negligence, among other forms.

Industrial disease

Along the same legal lines as an accident at work, industrial disease can be caused by a company’s negligence. This is when you suffer an illness because of something you’ve had to do at work. It could happen if you haven’t been provided the necessary protective equipment or if you’d been exposed to harmful substances.

Mesothelioma is just one example of an industrial disease. Caused by asbestos exposure, it is an incurable cancer that can take 20 to 50 years for any symptoms to develop. You may also have suffered from industrial hearing loss, skin diseases or musculoskeletal problems.

Personal injuries

However you may have been injured, if it was the fault of someone else and it happened within the last three years, you could be able to make a claim. This could go a long way towards getting you back on your feet or making your life more comfortable.

You have the right to justice when you’ve been hurt because of someone else’s actions – or lack thereof.

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Most common driving offences and penalties in a UK court

The Christmas season is all but upon us, and with it comes the temptation to have a drink with colleagues or friends before getting into the car. Clearly no one sets out with the intention to drink-drive, and the advice would be not to drink at all, but it is hard if do drink to gauge the exact point when you might be over the legal limit.

There can often be that very sobering moment when you are asked to blow into the breathalyser or are being tested on your cognitive abilities when you begin to consider the consequences of having that extra half-pint. So aside from just drink driving what are some of the most common driving offences and potential penalties?

Speeding offences

Speeding is undoubtedly the most common driving offence in the UK. If you are caught speeding then you’ll usually be sent a Notice of Intended Prosecution and will be required to inform the police who was driving the car at the time of the offence. If you plead guilty then you will not usually be required to attend court, unless the speed breach was of a serious nature and in this case you would need a speeding solicitor.

Drink driving

A breathalyser can measure how much alcohol is in your system. The legal limit for driving in England, Wales and Northern Ireland stands at 35 micrograms of alcohol per 100 millilitres of breath (in Scotland it is 22 micrograms per 100 millilitres of breath). It is difficult to put a on how many drinks this is, as everyone is different, and there are clearly some people who get drunk much quicker than others! Should you test over the limit you will usually be taken to a police station for a second breath test, and if that returns a positive result, you will be charged. If you should refuse to give a roadside breath test then the police will arrest you and look to take a blood or urine sample. You can lose your licence if your test comes back positive, in this case it is best to consult a drink driving solicitor.

Drug driving

Similar to drink driving, there is a zero-tolerance approach taken to drug-driving regardless of level of driver impairment, so once more you will need a drug driving solicitor on your side. Use of cannabis, cocaine or amphetamine may be among the most obvious drug-driving offences, but drug-driving also refers to driving while under the influence of any narcotic substance, so could potentially include both prescription and over the counter medications which when combined can impair your ability to drive.

Careless driving

Careless driving can apply to a number of offences when drivers are not abiding by the rules of the road. Driving without due care and attention, hogging the middle lane, or reckless overtaking could all be considered examples that might lead to a charge or an on-the-spot fine which police are able to issue these days.

Other offences

There are a number of other offences that carry with them varying penalties, including vehicle insurance offences, vehicle registration offences, neglecting road regulations, using a handheld device while driving, being drunk while in charge of a vehicle, and failing to identify the driver at the time an offence was committed, which can all lead to punishments including penalty points, fines, disqualification and imprisonment, depending on the seriousness of the offence.

Testing drivers for drink or drugs

As mentioned above, drunk driving will usually be ascertained through a roadside breathalyser. Drug driving is harder to pin down, and often a police officer, alerted to the driver’s impaired condition through poor driving, will conduct a series of roadside tests. These include tests such as walking in a straight line, giving clear answers to a set of questions, and touching the tip of the finger to one’s nose to ascertain the driver’s cognitive abilities. Should the police not be reassured by these tests, they will take you to the station where they will look to obtain a saliva, urine or blood test.

What is the procedure when charged with a drink or drug diving offence?

As these are criminal offences you will be required to attend court in person. Regardless of whether you are pleading guilty or contesting the charge, you should instruct a solicitor to act on your behalf. Your legal representative will be able to argue your case, or present mitigation which may be able to achieve a more favourable sentence. A well-presented plea of mitigation can often make a difference to the period of disqualification or any potential fine.

What penalties could I face?

  • A drink or drug driving offence carries a mandatory 12 month driving disqualification. In addition to a ban, you could face a fine and up to 6 months’ imprisonment.
  • Causing death by dangerous driving while under the influence of drugs or drink can result in prison sentence of up to 14 years, a driving ban of at least two years (including an intensive driving test before your licence is reinstated), or an unlimited fine.
  • Should you refuse to supply a sample of breath, saliva, urine or blood, you may be detained, imprisoned for up to a year, lose your licence and face an unlimited fine.
  • For speeding offences, depending on how far over the speed limit a driver is, a speed awareness course may be offered, thus avoiding getting points on their licence. If not given the option then 3 points and a £100 fine would be likely. If the speeding offence is at the higher end of the scale then an unlimited fine and driving ban are a real possibility.
  • Careless driving offences can receive on-the-spot fines of £100 or drivers could also receive between 3 and 9 penalty points.

These are just a selection of the most common driving offences and penalties, but should you find yourself in legal trouble during the festive season, whether through drink driving or for any other motoring offence, do not take a chance with the outcome. Call for a driving solicitor to guide you through the process and ensure the best possible result for you.

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Why no win no fee?

In the majority of legal cases, clients will have to pay for their solicitor’s services upfront. However, with a no win no fee agreement, this isn’t the case.

With a conditional fee agreement – the formal arrangement between you and your lawyer – you will proceed on the basis that you won’t have to pay anything unless you win your case.

The history of no win no fee

Introduced in order to give more people the ability to take their cases to court, the no win no fee model has revolutionised the way UK courts hear personal injury claims. They were first introduced into law in 1995 in England and Wales to cover a range of civil court cases.

Speaking in 1998, when no win no fee was extended to cover all civil cases, except those heard in family courts, then parliamentary secretary Geoff Hoon said: “No-win no-fee conditional agreements will result in better access to justice. Access will be given to the many people who fall between those who are very rich or those who are so poor that they qualify for legal aid.”

He added that in the future, “the question of whether one gets one’s case to court will no longer depend on whether one can afford it, but on whether one’s case is a strong one”.

In 2000, the Access to Justice Act came into force, giving judges the ability to force the losing side in a no win no fee case to pay the additional costs. Legal aid for personal injury cases was also abolished, making no win no fee the best option for many people pursuing a claim.

Today, clients taking on a no win no fee agreement will pay for a legal insurance policy and eventually a success fee upon winning their claim. In most cases, this fee is 25%.

Why choose no win no fee?

When you’ve suffered from a personal injury – including medical negligence – you’ll have more important things to think about than how you’re going to fund your claim. Your recovery will likely be at the forefront of your mind. From treatment to whether you’ll get back to work soon, you’ll have plenty to think about.

If you had to proceed with a personal injury claim without the assurance of a no win no fee claim, the worry about funding it may distract you from the more pressing concern of getting your injuries treated. This, in turn, could put you off going ahead with a claim at all.

This means the no win no fee agreement opens up access to justice and means anyone who has suffered an injury is able to address what happened. It gives people the chance to make things right when they’ve gone so wrong that physical harm was sustained.

It shows that legally, no win no fee is a hugely important model. Giving someone with a valid claim the ability to pursue justice is something we need to protect.

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“How can you act for someone who is guilty?”

The most common questions our lawyers get asked by the public, sometimes on a daily basis, are:

  • “What if you believe your client has done it but he wants you to fight it for him?”
  • “How can you act for someone who is guilty?”
  • “What if, because of you, he gets off?”
  • “How can you sleep at night knowing he’s guilty but you successfully defended him?”

In Your Defence Ltd are nationwide criminal defence solicitors, and its chairman, Andrew Parker, has dealt with cases for many decades and answers as follows:

We have an obligation to put forward our client’s case to the best of our abilities. We “act on instructions,” meaning that our client tells us about his case and what he wants us to do on his behalf. But we must always act in an ethical and professional manner.

We are authorised by the Solicitors Regulation Authority (as shown on our website) and subject to a strict code of ethics. There are rules as to how we represent a suspect or defendant.

We can never knowingly lie to the court, such as when our client tells us that he was present at the scene of the crime at the time in question, but wants us to put forward a false alibi saying he was at the White House meeting the president in the oval office. In this example we would be professionally embarrassed and have to withdraw from representing our client, citing “for professional reasons.” We would officially come “off the record.”

Now, if we believe our client is guilty based on the facts of the case, we would give him robust advice based on our vast experience and ability. That is one of the reasons clients seek our informed advice. If he still insists he’s innocent and wants us to continue defending, we can. We can only advise, it is for the client to decide.

There are rare occasions when defence lawyers can continue to act if the instruction is that they’re guilty, but they want us to put the prosecution to proof. This would be in a very limited way and with an arm figuratively tied behind one’s back. Given the more detailed digital case management requirements now in place where pleas and details are routinely exchanged pre-trial, in reality the client would seek other solicitors to defend him and start afresh.

So, because of our expertise the defendant is found not guilty by a jury or magistrate and we still believe he’s guilty? We maintain that the justice system is in essence an adversarial process and that the prosecution in a trial has to prove their case beyond reasonable doubt. We are not the arbiters of the verdict. We are paid to represent, to advise and assist, to advance our client’s interests. As leading national defence solicitors, results and objectives obtained matter both professionally and personally.

McDonalds CEO sacked after affair with employee

Relationships at work can be a murky area and one of the biggest employment law updates of the past few weeks has been the news that McDonalds has fired its CEO, Steve Easterbrook, for having an affair with a junior employee. McDonalds found that the relationship had been consensual but that Mr Easterbrook had “violated company policy” and “shown poor judgement” for engaging in a relationship with a junior member of staff.

Mr Easterbrook started working for the fast food colossus in 1993 and worked his way up the company. He left McDonalds in 2011 to become boss of Pizza Express and then Asian food chain Wagamama. He returned to McDonalds in 2013.

Mr Easterbrook was paid $16m last year and the details of the termination package were not revealed to the public.

This high profile dismissal follows Intel boss Brian Krzanich stepping down last year after having a consensual relationship with an Intel employee.

The difficulties of policing relationships at work

Relationships at work are a fact of life. However, they can cause a headache for HR departments.

It is understood that McDonalds’ company policy bans dating and sexual relationships between employees who have a “direct or indirect reporting relationship”.

Many large US companies have introduced policies banning relationships between staff or requiring  employees who enter into relationships with other colleagues to disclose the relationship to HR.

Such policies are much less common in the UK. The Human Rights Act 1998 gives employees a right to private life, and that includes personal and sexual relationships. A policy that impacted upon the right to a private life would be difficult to enforce and would likely be unlawful.

Can an employee be sacked for engaging in a relationship with a fellow employee?

For a dismissal to be fair, employers must be able to show that the dismissal was for one of the following five potentially fair reasons:

  • a reason related to an employee’s conduct
  • a reason related to an employee’s capability or qualifications for the job
  • because of a redundancy
  • because a statutory duty or restriction prohibited the employment being continued
  • some other substantial reason of a kind which justifies the dismissal.

The employer must be able to show that they followed a fair process and that the dismissal was within the “band of reasonable responses”.

It is difficult to see how an employer could fairly justify terminating an employee’s contract for breach of a policy banning them from having a consensual relationship with a colleague. The employer would likely have to be able to show that the relationship was in fact a conflict of interest and was prejudicial to the employer. In most cases, it will be very difficult for the employer to evidence this.

The reality is that in most cases that do not involve such an influential and high profile individual as Mr Easterbrook, it would be difficult to justify terminating employment for conducting a relationship with a colleague.

This article was written by Employment Lawyers Edinburgh.

Prioritising vehicle safety on the roads

Cars are getting increasingly safe. We are continuing to see declines in the level of car accidents on our roads. The majority of European and North American countries saw significant drops in the number of road deaths reported between 2008 and 2018.

However, the UK is still seeing roughly 1,500 whiplash claims made every day, according to the Association of British Insurers. This shows that there is still a fair way to go before our vehicles are able to completely protect us.

Newer cars prove safer

The US National Highway Traffic Safety Administration confirmed the notion of newer cars offering higher levels of safety to motorists. In a 2018 study, it found that “the proportion of vehicle occupants who were fatally injured increases with the age of the vehicle”.

This is unsurprising given that newer cars have the benefit of more safety features. From parking assist to blind spot monitoring and even driver alertness monitoring, vehicles produced in the last couple of years have almost countless ways of improving safety.

Features like these make driving easier. But technology is also helping after a road traffic accident has actually happened. Automatic crash alerts can be sent from on-board systems to emergency services, helping them get to the site of the accident as quickly as possible.

Evaluate the safest cars

In 2018, the UK saw 25,511 seriously injured casualties in reported road traffic accidents. With this in mind, when considering a new car, it is a wise idea to consult the rankings of the safest vehicles on the roads to reduce the risk of injury.

The Euro NCAP ratings give a clear list of the safest vehicles available. If your priority is keeping your children safe, for example, you can find the best cars for doing exactly that. The organisation responsible for the ratings tests these vehicles comprehensively, giving you the assurance that these vehicles offer as much protection as possible.

Whether you’re looking for a large off-road vehicle for work or a small family car, safety should always be at the top of the list of factors you take into account.

Keeping yourself safe

The advantage of these safety features is clear. But not all vehicles have them installed. So keeping yourself safe on the roads will often come down to you. There are a number of actions you can take inside your vehicle to help keep you secure. For example, not using your phone or connecting it to a Bluetooth speaker will avoid distractions.

Meanwhile, you can adjust your car seat head restraint to minimise the risk of whiplash. It is advisable to ensure your head restraint is no more than 5cm away from your head as the further your head has to travel before hitting it means the risk of whiplash is greater.

You should also take care to adjust your speed according to the environment you’re driving in. Specified speed limits can be judged to be too high in certain cases – such as when it’s dark or raining or there are children present. This means you need to evaluate how fast you should really be going depending on the conditions on the road.

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Lawmakers push for new online gaming regulations to protect children

One non-department public body in the UK is pushing for stricter rules surrounding video games and their relation to gambling. According to the Children’s Commissioner for England, tighter laws will protect children from spending too much money through online games, with an emphasis on loot boxes.

In a report titled Gaming the System, researchers delved into how games can affect young people. Importantly, the report directly highlighted the benefits of online gaming, whether that’s services like NetBet best casino online or actual video games. Specifically, the report points to the social benefits of online gaming.

However, there are also some concerns about how people, especially children, are spending money when gaming online. Other potential issues raised by the report include how much time kids spend gaming and potential for peer-pressure to play a role in decision making.

For the study, researchers interviewed children aged between 10 and 16, with many admitting to understanding some negative aspects of gaming. One 16-year-old gamer who mostly plays FIFA recognised so-called loot boxes are similar to gambling.

A loot box is a gaming term for a consumable virtual item that can be redeemed with in-game currency for items. Typically, these items are unavailable through any other means and loot boxes require real money to access. According to the gamer, loot boxes resemble gambling because “you could lose your money and not get anyone good or get someone really good.”

Fortnite is a game that relies heavily on a mechanism similar to loot boxes to monetize itself. The game is completely free to use for the popular battlegrounds mode and developer Epic Games makes money through selling items. These items include skins, which have become a status symbol within the game.

One 10-year-old in the study said she was concerned other gamers would see her as “trash” for only having the default skin. Anne Longfield, the children’s commissioner, said this way of monetising a game is dangerous for children. She likened the system to direct “exploitation” by pressuring children into feeling obliged to spend money.

“With 93 per cent of children in the UK playing video games, it is vital that the enjoyment they get comes with tighter rules that protect them from straying into gambling,” she said.

“Children have told us they worry they are gambling when they buy loot boxes, and it’s clear some children are spending hundreds of pounds chasing their losses. I want the Government to classify loot boxes in games like FIFA as a form of gambling. A maximum daily spend limit for children would also be reassuring for parents and children themselves.”

One proposal for changes to the laws would be for every game to come with a report feature that would detail and track what players have spent.

Furthermore, the commissioner suggests online games should fall under “a legally enforceable age-rating system, just as physical games are,” and have explicit warnings that in-game spending is involved in the package.

Another suggestion is the creation of “digital citizenship” programs in school to educate children on the pitfalls of online gaming. UKIE, the country’s industry trade body said it recognises the need for education around online gaming, which is why it already runs in-school workshops.

“The report shows how important online play is to [children’s] lives and how games bring children together, spark creativity and equip them with vital skills for a digital age,” said Dr. Jo Twist OBE, CEO of UKIE. “We recognise the need to educate players, parents and carers about safe and sensible play habits and for the industry to take an appropriate role in doing so.”

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What impact will Brexit have on employment rights?

The UK is due to leave the European Union (EU) at 23:00 GMT on 31 October 2019. As this momentous date approaches, employment law is just one of the many areas of uncertainty.

There is a misconception that most of UK employment law stems from EU law and therefore, the withdrawal of the UK from the EU will cause a seismic change in employment rights. However, the truth is that much of UK employment law was brought into force via UK legislation and case law and, therefore, many aspects of employment will stay the same when the UK exits the EU.

The current position is that nothing has changed and the existing legislation and case law continues to apply to UK employment law.

What will stay the same?

The law on unfair dismissal, minimum wage, unauthorised deduction from wages, statutory redundancy pay, paternity leave, shared parental leave and flexible working all stem from UK legislation and case law. Brexit will have no direct impact on these areas of employment law.

Discrimination law

Discrimination law is one area whether there could be some reform. Under the Equality Act 2010, individuals are protected from unfavourable treatment on the ground of protected characteristics. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sex. The UK had protection against sex, race and disability discrimination pre-EU, but these rights have been extended by the EU, and additional protections have been added.

One possible change to discrimination laws may be the introduction of a cap on discrimination compensation (which is not currently allowed under EU law), similar to the cap for unfair dismissal.

However, wholesale changes to discrimination law seems unlikely.

EU employment law reforms on the horizon

In April 2019, the European Parliament approved new minimum rights for gig economy workers. When the new laws are put into place, gig economy workers in Europe will have a right to compensation from their employer for last-minute cancellation of shifts. The new rules will also require employers to give workers a formal start date and details of what their pay will be. Employers will also have to give workers a formal description of their duties from the day they start working.

It remains to be seen whether these changes would be implemented post-Brexit, but, in truth it appears unlikely.

Will employment law change post-Brexit?

Whilst no one can foresee what impact Brexit will have upon UK employment law, it seems unlikely that there will be any wholesale changes to this area of the law. Much of UK employment law stems from UK legislation and case law and, unless amended, these laws will remain in place once the UK leaves the EU.  Moreover, it is unlikely to be politically desirable for the government of the day to pursue policies that would lessen the protections that workers and employees currently enjoy.

This article was written by Employment Law Glasgow. You can visit their website here.