Category Archives: Employment

Legal update from our Employment & Litigation team

CaptureHello to you all!  We hope you are well – it’s been a rough few months of challenge and uncertainty for businesses and employees alike.  In this update we look to the future as the UK comes out of lockdown , gets back to business and comes to terms with a new normal*.  Advice correct as at 1 July 2020.

To see the full update from our Litigation and Employment team click here.

If you need advice of furloughing staff, making redundancies, recovering debt, resolving a dispute or have another legal problem, we are here to help.

For more information and advice please contact our office by telephone or email.

Also posted in Commercial Litigation, Legal Briefs, Litigation Disputes | Comments closed

CORONAVIRUS (COVID-19) – Office open for screened appointments

As the effect of coronavirus (COVID-19) continues to evolve, North Ainley Solicitors are firmly committed to the health and safety of our client’s and staff.

Whilst we have remained operational throughout lockdown with limited staff at the office and the rest of the teams working from home, we have continued to work harder than ever to ensure that there has been as little interruption as possible to our clients.  Fortunately, our teams were already well equipped to work NA Logo squaresecurely from home and this has been invaluable in servicing the needs of clients.

We have continued to provide the best possible service and our Private Client Team have responded to the many sad cases where families have lost a loved one.  We have visited clients who were unwell, some with life threatening illnesses, who wanted to ensure that their affairs were in order and hopefully we have helped to give them peace of mind at a most difficult time in their lives.  The Property and Corporate Teams have worked tirelessly to bring transactions to completion despite the challenges and have facilitated house moves and commercial transactions – some vital to provide essential cash flow to businesses.  Our Dispute Resolution Team has always been on hand to advise on employment and contentious issues and to help with some of the sad and distressing marital problems that were inevitable as some families struggled to cope with lockdown.

We have also been working hard during lockdown to prepare our office and staff for returning to work.  In view of the relaxation of some regulations we are pleased to announce that from Monday 8 June we will officially open our door and are now able to offer face to face screened interviews (by appointment only) in addition to telephone and video conferencing such as Zoom, Microsoft Teams and other secure channels of communication – whichever our clients prefer.

At the moment, a number of our staff will continue to work from home and whilst all our legal services remain available, we also understand that some clients feel more comfortable seeing someone face to face.  Consequently, members of our staff are now available to see existing and new clients who prefer to come to the office.  Anyone seeking advice can be reassured that we have carried out a full risk assessment and have introduced measures throughout the office to help provide a safe environment for clients, visitors and staff.

These include the installation of new screens in Reception, interview rooms and shared workspaces, a touch free sanitising station sited in the interior entrance hall along with containers throughout the office to provide easy access to anti-bacterial hand gel.  We have introduced social distancing measures and have protocols in place for the sanitising of surfaces and touch points throughout the office before and after each interview.  All these steps together with rigorous staff training following Government guidelines gives us confidence to welcome back more staff and clients to the office.

If you require information on an existing matter or wish to instruct us on a new matter, please ring on 0161 624 5614.  You can also contact us by email at [email protected] or online by using the Contact Form.


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School’s Still Out

We have been told that the schools are set to re-open from next Monday 1 June 2020 for some age groups but this is clearly not the case everywhere; many schools are unable to offer places to the nursery, reception, Year 1 and Year 6 children who should be returning and it seems that the majority of children will remain off school for the foreseeable.

So, what if you have been asked to return to work but your children are still off school?  It’s hard enough playing teacher without worrying that you will lose your job too.  Here’s a basic round up of your rights as of today’s date but we must stress that there are clearly ‘gaps’ that still need to be addressed by the Government:

faq-questions-often-woman-thumbnail1. The Government Guidance still asks those who can work to continue to do so – so if you have been doing this for the last few months it would be unreasonable for your employer to force you to come in now without good reason..

2.  If you can work from home but your employer wants you back, you should firstly remind them of the above but you can also put in a formal flexible working request that has to be genuinely considered or risk discrimination.

3.  If you can’t work from home or you’ve been told you have to come in:

  • You are entitled to up to 4 weeks unpaid ‘dependant leave’ to care for your children (up to 18 years old) without risk of losing your job.  Your employer may agree more.
  • You can use holidays or negotiate holidays ‘in lieu’.
  • You can ask to be furloughed or remain on furlough – the Scheme is expressly meant to cover this situation. The ‘Coronavirus Job Retention Scheme’ Guidance confirms that “Employees who are unable to work because they have caring responsibilities resulting from coronavirus (COVID-19) can be furloughed.  For example, employees that need to look after children can be furloughed.”
  • In refusing any of the options above, your employer could be breaching the trust & confidence they owe you; opening them up to a Tribunal claim if you lose your job or you are forced to resign.

On 13 May 2020 the Prime Minister specifically addressed this issue, stating it “was clearly an impediment and a barrier to people’s ability to go back to work if they do not have childcare.” and he implored employers to be understanding. But of course, not all employers are.

If you are unsure what to do next, our Employment Team are here to help.  Call us on 0161 624 5614 to enquire.

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CORONAVIRUS – Legal Update from our Employment & Litigation team

CaptureIn this update we focus on how the coronavirus pandemic has impacted on the workplace and we highlight the legal developments that you and your business should be aware of in these unprecedented times*.  *Advice correct as of 1 April 2020.

To see the full update from our Litigation and Employment team – click here.

If you need advice on the new coronavirus measures, help with furloughing staff, making redundancies or any other legal problem, we are still here to help.

For more information and advice please contact our office by telephone or email.


Also posted in Business Employment, Legal Briefs, North Ainley News | Comments closed

CORONAVIRUS (COVID-19) – Office Update

NA Logo squareWe regret it has been necessary to close the door of the office, not only to ensure the welfare of our clients but also that of all our dedicated staff.  Some personnel are designated as ‘key workers’ at North Ainley because they are dealing with, for example, Wills and Lasting Powers of Attorney and also looking after our elderly and vulnerable clients.  They will work behind closed doors but most others will work from home.  We can be contacted by phone, email or letter so that there is minimum disruption to our services.

If it is absolutely essential that you see a member of staff, please ring this number (0161 624 5614) now and you will be given guidance whilst outside the office.  In all other cases, please email us or ring one of the numbers below depending on the nature of the service you require.

We very much appreciate your support and understanding in these challenging times but will do everything possible to provide help where necessary.

Family Department – 07796 603649

Employment & Litigation  Department – 07990 154164

Residential Property Department – 07468 294547

Private Client Department – 07391 024695

Commercial/Corporate Department – 07392 718704

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed


NA Logo squareWe wish to assure all our clients and professional contacts that we will continue to provide the best possible level of service in these challenging times.

We are naturally concerned for the welfare and well-being of our clients, staff and their families and it would be advisable to avoid face to face meetings at the moment.  If it is considered necessary for you to attend the office, please alert us beforehand if you are showing any symptoms of the virus or have been in contact with anyone displaying symptoms.  We can then make alternative arrangements and hopefully deal with your matter over the telephone or by email.

The office remains open and calls, emails and voicemail will be dealt with promptly.  We very much appreciate your support and will do everything possible to avoid any disruption or interruption to our services.

Please visit our website frequently for further updates.

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed

Workplace Bullying

This week saw our female Home Secretary facing multiple allegations of bullying and Sir Phillip Rutnam resign from his post as Home Office Permanent Secretary claiming constructive dismissal.  This ‘news’ highlights that nobody is above the law and that bullying can be perpetrated by anyone, against anyone.


What is it?

Bullying is any behaviour from an individual or group that makes someone feel intimidated, uncomfortable or offended such as:

  • humiliating or undermining someone
  • making fun of someone
  • spreading rumours
  • singling someone out for unfair treatment
  • Isolating someone
  • Denying training or promotion

Bullying can happen in person, in writing, on social media or even over the phone and can be either a pattern of behaviour or just a one off incident.

Is it illegal?

It’s not against the law to ‘bully’ someone unless the bullying is linked to a ‘protected’ characteristic.  Section 26 of the Equality Act 2010 protects people from unwanted behaviour related to their age, sex, gender re-assignment, sexual orientation, pregnancy or maternity marriage or civil partnership, disability, race, religion or religion or belief.

If you are being bullied or harassed because of one of the above ‘protected characteristics’ then you could potentially bring a claim for discrimination in a Employment Tribunal.

What to do if you are being bullied at work?

It’s always worth trying to sort out things informally first by having a chat with either the person concerned, your line manager, HR or a Trade Union Rep but if you can’t or this doesn’t work you should lodge a formal complaint using your employer’s grievance procedure.  Your employer then has a duty to deal with your complaint appropriately and accordance with ACAS guidelines as  a bare minimum.

What employers should do?

All employers have a legal duty to protect staff whilst at work and this includes preventing bullying and harassment and dealing with bullying issues appropriately when they arise.  It’s good practice to have anti-bullying and harassment policies in place making it clear what is not acceptable behaviour and how employees can raise issues and how bullying will be handled.

Constructive Dismissal

If you are being bullied to the point of feeling like you have no choice but to leave your job (perhaps because your employer has done nothing about your complaint’s or perhaps because you feel like you can’t complain to your boss because they are the problem) then you might be able to claim Constructive Dismissal in an employment Tribunal.

Constructive Dismissal is a form of Unfair Dismissal but is where you leave your job because of your employer’s conduct rather than them dismissing you.  Your employer must have seriously breached the contract between you both and wholly undermined the relationship of trust and confidence.

If you want to claim constructive dismissal you must have at least 2 years’ service with your employer and you must resign immediately to make it clear that your resignation was in response to your employer’s actions or omissions.

You have 3 months from the date you resigned to submit a claim to the Tribunal and must notify ACAS of your claim before this time in order to engage in Early Conciliation to try and resolve your claim without proceedings.

For a successful Constructive Dismissal claim the Tribunal can award:

  • a ‘Basic Award’ equivalent to Statutory Redundancy, plus
  • a ‘Compensatory Award’ of up to a year’s salary (capped) depending on how long it takes you to gain alternative employment, plus
  • award for Loss of Statutory Rights (i.e. the requirement for 2 years’ service to bring an unfair dismissal claim)

There is no fee for bringing a claim but constructive dismissal is difficult to establish and we would always recommend taking advice before resigning.

Take Advice

Bullying or harassment can have a huge impact on a person’s wellbeing and lead to problems far beyond someone’s working life.  If you are struggling you can call the ACAS helpline for advice and there is excellent guidance for employers online at

If you are an employer or employee dealing with bullying or harassment at work, we are also here to help.  Please contact a member of our employment team for advice.


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New Employment Laws – Are You Ready?

employment2020 brings with it 5 key changes to employment law that will impact both employers and employees – make sure you are ready for when many of the changes come in force on 6 April 2020 by taking advice now.

1. New right to a written statement of terms

Current law

Employees who’ve been employed more than one month must be given a written statement of the terms upon which they are employed within 2 months of starting work.

New law     

All employees AND workers will have a right to a statement of written particulars of employment on the very first day of work.


Employers need to consider whether they want to recruit workers or employees and should prepare the statement of particulars of employment during the recruitment stage to be able to supply this on day one.  They should review current contracts and recruitment policy to ensure everything is in place for new starters and be prepared for when existing staff request a statement.

2. Changes to Holiday pay calculations

Current law

Complicated calculations for those working variable hours or earning a variable wage,  using the previous 12 weeks as a reference period to work out a ‘week’s pay’.

New Law

To even out variations the new reference period will increase to the previous 52 weeks (or number of complete weeks worked if less than a 52) discarding any weeks not worked or where no pay was received.


Employers need to consider who this new reference period will be relevant to and have systems in place ready to implement the new rules, particularly as the change falls at just before the Easter holidays when many will want to take leave.  The rules come in force from April 2020 but employers will need to ensure records from the previous year are up to date and ensure data is accurately recorded going forward.

3. Parental bereavement leave

Current law

There is currently no law giving parents the right to time off in such circumstances.

New law

The Parental Bereavement Leave and Pay Act 2018 is expected to come into force in April to give employed parents the right to 2 weeks leave if they lose a child under the age of 18 or suffer a stillbirth from 24 weeks of pregnancy and to claim pay for this period (subject to eligibility criteria).


Employers should communicate the change to staff ideally by way of written policy but should be alert to potential race or religious discrimination and avoid applying a blanket policy given different religious and cultural approaches to bereavement.

Employers should be aware of bereaved mother’s existing rights to maternity leave, which is not lost if a child it lost after 24 weeks of pregnancy.

Finally, employers need to be mindful of the long term affect such a loss can have and deal with performance issues and absence requests carefully.

4. Changes to Agency Workers Rules

Current law

Agency workers are already entitled to the same pay & basic working conditions as direct recruits once they’ve completed 12 weeks’ continuous service in the same role BUT the ‘Swedish Derogation’ provides an exemption to this right if the worker is employed directly by the agency under a permanent contract rather than the agency acting as a middle man.

New law

The Swedish Derogation employment model is being abolished.  Agency workers will not be able to enter contracts with Agencies that remove their rights and will be entitled to the same pay as those on permanent contract directly with the employer after 12 weeks of service.  Further, agencies will have to provide agency workers with a ‘Key Information Document’ detailing the type of contract, the minimum expected pay, how they will be paid and by whom.


Employers should consider the additional costs to business arising out of the enhanced rights and before 30 April 2020 agencies will have to inform any workers whose existing contracts contain a Swedish Derogation provision that it will no longer have effect.

5. Changes to IR35 (tax evasion) rules for the private sector

IR35 is a law that allows HMRC to collect an additional payment where a contractor is an employee in all but name (i.e. a contractor may technically be performing work for an end client via an intermediary like a limited company but if it were not for that intermediary they would be an employee of the end client and should be treated as such for tax purposes).

Current law

It is the intermediary’s/middle man’s responsibility to determine whether IR35 applies.

New law

The new off-payroll rules will require medium and large businesses who engage contractors to assess the employment status of those workers i.e. shifting the onus onto the end client rather than the middle man.


Medium and large sized businesses should review their current workforce and consider who the new rules may apply to, speak to their contractors and put new systems in place to determine if the rules will apply to future relationships.  The Government ‘Check Employment Status for Tax’ service is available online.

How can we help?

The main thing you can do to prepare and comply is to review and keep reviewing, your workforce, working practices and contracts.

If you would like advice or assistance on compliance with employment law, please get in touch to discuss how we can help you.

Also posted in Legal Briefs | Comments closed

Charity of the Year

Every year at North Ainley we have a Charity of the Year whereby we raise funds for the chosen charity with various fundraising events.  During the course of 2019 our chosen Charity of the Year was Maggie’s Oldham.


For those that do not know, Maggie’s is a place where people who have been diagnosed with cancer and their families can find practical advice about benefits and eating well; a place where qualified experts provide emotional support; a place to meet other people; a place where you can simply sit quietly with a cup of tea.

Every day they welcome up to 70 visitors to the centre.  Each time somebody walks through the door it costs £20.00 for them to provide them with the immediate advice and support they need.  They rely solely on donations and fundraising to enable to them to be there for people with cancer and their families, when they need them most.

Throughout the year we have taken part in various fundraising events for Maggie’s; their Kitchen Table Day; the Culture Crawl and the Go Outrageously Orange Day.  We also raised money for them last Christmas with our annual Christmas hampers.  In total, we raised a total of £1,222.00.  The money raised by us would have funded 60 people walking through the door which is amazing.

As well as Maggie’s being our Charity of the Year for 2019, we have also partnered up with them to run a free Wills clinic at the centre for their visitors and their visitor’s friends, family and carers.  The clinic allows visitors of the centre, or their loved ones, to prepare a simple Will at no cost to them whatsoever.  The clinic is run on the second Tuesday of every month between the hours of 2pm-5pm.  The clinic has been running for over 12 months now and is proving to be a great success and extremely rewarding for our fee earners, Jennifer Kitchener and Danielle Judge who run the clinic, being able to support local people in a time of need.

Although 2020 will see a new Charity of the Year for us, we are proud to say that the Wills clinic at Maggie’s will be continuing in 2020.  The clinic usually gets booked up a couple of months in advance so any visitors to Maggie’s, or the friends, family and carers of any visitors are free to contact the Oldham Maggie’s centre to book an appointment at one of the clinics.

We are extremely proud to have supported Maggie’s throughout 2019 and are looking forward to continuing our partnership with them as they are a wonderful charity.

For more information on how they can help you or a loved one, please visit their website at .

Moving into 2020, we are excited to announce that our Charity of the Year will be MIND and we are proud to be supporting them this year to support the brilliant work they do.

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed

Settlement Agreements

settlement-agreementSettlement Agreements are legally binding agreements where an Employer provides a severance payment in return for an Employee agreeing not to pursue a claim in the Tribunal or Courts.

Importantly, the employee must have received advice on the terms and effect of the agreement from an independent solicitor (or another adviser specified in the Employment Rights Act 1996, such as a properly certified trade union official). That adviser must be clearly identified in the written agreement and their advice must be covered by insurance.

A settlement agreement is usually used in connection with ending the employment, but it doesn’t have to be.  A settlement agreement could also be used where the employment is ongoing, but both parties want to settle a dispute that has arisen between them.

Whether you want to explore settlement with an Employee or have received an agreement from your Employer, we can help!

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Oldham Law Association Dinner

OLAA brilliant time had by all at the Oldham Law Association annual dinner, thank you to the organisers and to the The White Hart Inn at Lydgate for top notch food and service as always.

For over 100 years, Oldham Law Association has represented solicitors working or living in the town and surrounding area.  The Association lobbies Government and other stakeholders on issues that affect the profession, it provides training opportunities and social networking events.

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed

International Day for Tolerance

toleranceWe might not strike you as the most tolerant bunch but actually, as lawyers it’s part of our job to treat everyone the same.

We work in a richly diverse town and are proud to advise and act regardless of race, creed, colour or gender – we invite you to strive to do the same.

For anyone who requires advice for you or your business, please do not hesitate to contact a member of our team.

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed

Absent without leave

employmentThere are lots of genuine reasons why an employee might not turn up for work without permission but it’s easy to assume the worst & make a rash decision to dismiss.

Being AWOL can be a fair ground for dismissal but there is a lot to consider before doing so if you want to avoid a Tribunal claim.  It is important to take legal advice on the rights and responsibilities before taking action.  North Ainley Solicitors provide this advice to both you and your business.

For more information contact Laura Campbell in our Dispute Resolution Team.

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Bullying at work

bullyingIt can happen to anyone and whilst it isn’t against the law, it’s obviously never a good thing for someone to feel intimidated, degraded, humiliated or offended.  Everyone deserves to be treated with respect and so it’s important for employers to take such matters seriously.

We advise both businesses and individuals on bullying and harassment issues so please do not hesitate to contact us for more information and advice.

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Business Advice

bus adviceWe were delighted to be invited and attend yesterday’s ‘Business Start-Up Café’ at University Campus Oldham as part of their ‘Employability Week’ which is running from Monday 21 October t0 Friday 25 October at Oldham University.  Two of our Partners were on hand to provide free legal advice and guidance to budding entrepreneurs looking to start a new business.  We provided both legal and practical advice on the matters and issues to look out for when starting a business and hopefully some good tips!

All events are free & open to the public so pop down to gain some useful information and advice this week.

North Ainley Solicitors in conjunction with Oldham Business Enterprise Trust supported this event to help pass on our valuable experience to the students and public of Oldham.

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World Mental Health Day

World mental health dayAs Employment and Family Law Solicitors we often witness first-hand the huge impact that mental health issues can have on a person’s home and working life.  Today is about raising awareness of those issues – it’s time to start looking, listening and understanding more.

Mental health problems are a growing public health concern.  They are prevalent not just in the UK, but around the world.

  • Mental health problems are one of the main causes of the overall disease burden worldwide.
  • Mental health and behavioural problems (e.g. depression, anxiety and drug use) are reported to be the primary drivers of disability worldwide, causing over 40 million years of disability in 20 to 29-year-olds.
  • Major depression is thought to be the second leading cause of disability worldwide and a major contributor to the burden of suicide and ischemic heart disease.
  • It is estimated that 1 in 6 people in the past week experienced a common mental health problem.

For more information and advice visit the World Mental Health Foundation website by clicking here.

Also posted in Family | Comments closed

Thomas Cook

Sad news this morning for the UK’s oldest travel group Thomas Cook who has ceased trading after talks failed to produce a lifeline for the ailing travel company, placing around 9,000 jobs at risk and triggering a huge repatriation effort to bring home around 150,000 UK holidaymakers overseas.

Thomas Cook

The Civil Aviation Authority announced on Monday morning that the world’s oldest holiday company had gone into liquidation and that all flights and bookings had been cancelled.

If you have been affected by the collapse and need information and advice on your rights, please do not hesitate to contact our Dispute Resolution Team.

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Employment rights

New research suggests that at least a million people across the UK are being denied their rights – with employers most likely to breach their obligations in respect of minimum wage, providing payslips and holiday entitlement.


By law, all workers have a number of rights that have been carefully laid down to ensure that all individuals are treated fairly by their employers.  These rights, which have been given under statute are called statutory rights.

While statutory rights form the basis for fair treatment in the workplace, your specific employee rights may vary slightly depending on the type of job you are hired to do and the arrangement you have with your employer along with a few other variables.  Your exact rights at work will ultimately be derived from a combination of your statutory rights and your employment contract.

As a worker, you may have some rights that are set out in the terms and conditions of your employment or your contract, other than those required by law.  These are known as contractual rights.

The terms of the contract may vary the terms of your employment and may award you additional rights beyond the statutory minimums.  For example, an employer may offer maternity and paternity leave at full pay.  However, this is not obligatory by law and is at the discretion of the employer.

An important point to note regarding contractual rights is that an employment contract can offer you additional rights but they cannot offer you fewer rights than those offered by law.  In other words, contracts of employment cannot forcefully restrict your statutory rights.  They can only limit your rights with your consent.  For example, if you agree, of your own will, to opt-out of the maximum 48-hour working week or you agree to work on Sundays, it overrides your statutory rights regarding these terms.

Once the terms of the employment contract have been agreed upon, your employer must abide by them.  If they do not, they could be held liable for breach of contract.

If you’re concerned, call our Employment tean for specialist employment advice.

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Good news for local Solicitors

The ‘Legal Service Consumer Panel Tracker Survey 2019‘ revealed that 77% of legal service ‘users’ chose small local ‘high street firms’ to deal with their matter, with 79% of users saying ‘reputation’ was the most important factor in their choice and 84% being satisfied with the service they received.

NA external sign

The survey also highlighted that shopping around for the cheapest isn’t a good thing – 77% of clients found price information direct from lawyers easy to understand but that fell to just 38% in those trying to compare prices between different providers.

At North Ainley Solicitors we pride ourselves on combining a local, friendly, personal service, with city professionalism from all our high calibre lawyers and support staff.  Our ethos is to provide straight forward advice, using everyday terms that can be understood.  Our strong reputation has resulted in new business throughout the year and combined with our competitive and cost effective solutions we are seeing a surge in new business.

For more information and advice, either for you or your business, please do not hesitate to contact a member of our team.

Also posted in Business Employment, Commercial & Corporate, Commercial Litigation, Family, Litigation Disputes, North Ainley News, Private Client, Probate & Estate Adminstration, Property Development, Residential Property | Comments closed

When it is too hot to work?

We don’t want to jinx it but, if we really are in store for a heat wave, many of you might be wondering how hot it has to get before you can leave work and head for your back garden/nearest beer garden…

The law

It’s not good news – whilst the law sets a minimum working temperature of 16°C, remarkably there is no upper temperature limit.  Perhaps it’s because we don’t have this problem too much in England!

Employers still have to comply with Health & Safety at work legislation which requires them to provide clean and fresh air and to keep a ‘reasonable’ temperature.  ‘Reasonable’ is of course open to interpretation but the Health & Safety Executive suggests that an acceptable ‘thermal comfort’ zone is between 13°C (56°F) and 30°C (86°F) for ‘work rooms’.

Further, employers should not only monitor air temperature but radiant air temperature, air velocity, humidity, clothing insulation and metabolic heat when considering thermal comfort or thermal stress i.e. environmental and personal factors.

But what if you’re melting?

Tell your employer you are uncomfortable.  Employers should respond to such complaints pro-actively and should consider carrying out a ‘thermal comfort risk assessment’ if a significant number of people complain of being too hot.  When the mercury is really rising The Trades Union Congress (TUC) has suggested employers should temporarily relax their dress codes, provide fans and even cold drinks to keep employees comfortable.

Working outdoors? 

The TUC also recommends that employers of outdoor workers consider accommodating extremely hot weather by re-arranging working hours so that the midday heat can be avoided where possible.

For further advice on Employment law matters, contact Laura Campbell at our office.

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    We just wanted to thank North Ainley Solicitors again for... all your help. From the initial conversation with Vinesh explaining the process to Cassie answering my many questions and getting us through the line! It’s always a stressful time moving home and we were so happy when you rang with the good news (and we could tell you were too!) and we have collected our keys for our gorgeous new home. We would most definitely recommend North Ainley to anybody moving house! Thanks for a great more
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    We came to North Ainley on 3 recommendations! Wanted to... say a huge thank you to Jill and Sophie in the conveyancing team. They have provided us a brilliant service and have always responded efficiently in a speedy and professional manner to our questions and emails. Jill and Sophie were very professional, caring and helpful at every stage of the process. Jill provided us with her great knowledge and her expert advice along the way and we really appreciated that. I would definitely recommend them as a team and would 100% use their services again! Thanks Jill and Sophie - we are so grateful for your help and genuine approach. Keep up the good work you are a credit to North Ainley! I would have no hesitation in recommending them and will use the company again for any future legal work I might need doing. Thank you :)read more
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    Lynn Findlater
    18:55 01 Dec 18
    I have used North Ainley for a number of years. They have... successfully dealt with my parent's wills and more recently the sale of 2 properties. The staff are exceptional and imparticular Cassie who took care of the whole process from start to finish whilst I was overseas. She diligently chased all third parties and kept me informed at all times. I would recommend North Ainley as they have proved themselves time and again over the last 10 years in all of my family's legal more
    Idnan Ahmed
    Idnan Ahmed
    12:57 30 Nov 18
    Excellent service. handled my latest commercial purchase... professionally. Would recommend to anyone who is looking for a solicitors who are proffesional and easy to work with. Top more
    Lucy Hoy
    Lucy Hoy
    16:39 27 Nov 18
    Excellent! Very friendly and fantastic communication... throughout. Nothing was to much trouble. Thankyou Vinesh and Cassie. Would definitely more
    Anil M
    Anil M
    15:11 04 Nov 18
    Fantastic Solicitors firm. Very professional. Close to... Oldham Town Centre. Answer all your questions and concerns. Keep you upto date at every stage. I have used this firm for many years in buying and selling property. You can not go wrong using North Ainley more
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