This week’s video explores the options available to a business wanting to claim ownership of contact lists created through social media applications, such as the professional network LinkedIn.

Click here to view the recording.

Our Spring/Summer seminar programme has come to an end. However, we are in the process of planning and scheduling our new seminar programme which will restart in August 2022.

We are open to ideas on what topics we present, therefore if there is a specific employment related topic that you as a company consider would benefit from please let us know.

There have been a lot of relevant employment law/HR updates this week.

Ethical veganism and breaking the law

In the case of Free Miles v The Royal Veterinary College ET/2206733/2020 it was held that a belief in ethical veganism encompassing an obligation to break the law to relieve animal suffering did not amount to a philosophical belief. In February 2019 Ms Miles was arrested by police in relation to burglaries by the Animal Liberation Front. As a result of the arrest Ms Miles was dismissed from her employment for belonging to a animal rights group who endorsed law breaking.

The employment tribunal found that Ms Miles ethical veganism did not amount to a philosophical belief as she claimed that the belief included a moral obligation to take positive action to reduce animal suffering, including trespass on property and removal of animals. The tribunal further added that has her belief been limited to the belief that humans should not eat, wear, use for sport, experiment on or profit from animals it would not have denied that it was a philosophical belief.

https://assets.publishing.service.gov.uk/media/62a71c41d3bf7f036ddfe8f6/Ms_S_Free_Miles__vs_The_Royal_Veterinary_College.pdf

Rejection of Menopause to become a protected characteristic

It has been confirmed that there is no proposed government policy to include the menopause as an additional protected characteristic under the Equality Act 2010. In a letter to Caroline Nokes (MP)  Baroness Stedman-Scott (Minister for Work and Pensions and Minister for Women) stated that there are no plans to revise the Equality Act 2010 but the Equality Hub will review the current guidance on menopause alongside EHRC and ACAS. This review will consider good practice approaches and whether improvements can be made to increase employer and employee understanding of the law.

https://committees.parliament.uk/publications/22534/documents/165977/default/

Long Covid symptoms qualify as a disability

In the case of Burke v Turning Point Scotland ETS/4112457/2021 the tribunal held that Mr Burke’s long covid-19 symptoms fell within the definition of disabled under section 6 Equality Act 2010.

In November 2020, Mr Burke tested positive for Covid-19 where he developed severe headaches and fatigue. After waking up, showering and dressing Mr Burke would have to lie down to rest due to fatigue and exhaustion as well as struggling to stand for long periods of time. Before he contracted the virus he would help around the house, cooking, cleaning and ironing but had to stop these due to lack of energy. His symptoms were further exacerbated by joint pain in his arms, legs and shoulders as well as loss of appetite.

The tribunal held that Mr Burke had a physical impairment which had an adverse effected on his ability to carry out normal day-to-day activities and this effect was more than minor or trivial and would last longer than 12 months.

https://assets.publishing.service.gov.uk/media/62a1feace90e07039e31b82c/Mr_T_Burke_v_Turning_Point_Scotland_-_4112457.2021_-_Preliminary.pdf

Whilst our primary aim is to bring you the latest updates on issues and changes in employment law and HR, we understand that businesses have other requirements from time to time and would like to take this opportunity to remind you that our firm offer other services that can support you:

Link

In a world where commercial agreements are at the heart of every businesses, Link from Chadwick Lawrence gives clients the clarity and protection they require to strengthen their business.

Our team of legally qualified advisors have a wealth of experience in reviewing, drafting and negotiating a wide range of commercial agreements.

We know two businesses are never the same, so that’s why we have developed a flexible commercial retainer that allows you to pick and choose the exact elements that you require

Key Benefits to Link

Our bespoke retainer means we can tailor our services to your commercial needs.

By taking the time to learn about your business we can ensure that your contracts deliver the value and benefit you need.

We help to minimise the legal risks you may face as a business,  priding ourselves on understanding risk and commerciality as this is at the forefront of all the advice we give.

To avoid sitting on the fence – we give you our view and provide comprehensive and decisive advice.

Our retainer works on a monthly or annual costing giving you certainty and flexibility.

As part of a wider team at Chadwick Lawrence, we can offer complementary employment and corporate services and an array of private client solutions to manage all your needs.