A recent study of 2,000 UK employees has identified the habits that annoy co-workers the most!The research conducted by Essential Workwear found that 10% of workers admit to regularly leaving dirty cups and dishes lying around and a third of workers dislike colleagues that do not tidy up after themselves.22% of workers get annoyed by colleagues that microwave smelly food at lunchtimes, exacerbating the risk of arguments in communal break out areas!The research also identified the most inappropriate behaviours of co-workers. The top 5 inappropriate behaviours are:<ol><li>Flirting with colleagues</li><li>Discussing a dislike of a colleague</li><li>Scrolling social media</li><li>Taking smoking breaks</li><li>Putting on makeup or doing their hair at work</li></ol>22% of UK workers say they find it annoying when a colleague skips a tea round!<h3 id="51cdfba8-526d-4d0e-b068-8b7e6450914e" data-toc-id="51cdfba8-526d-4d0e-b068-8b7e6450914e">How should you deal with annoying office behaviours?</h3><ul><li>Do not let it build up as you risk letting out your frustrations through an emotional reaction at a later point about something relatively minor.</li><li>Have a gentle conversation that focuses on your productivity and not the personality of the co-worker. Instead of telling someone they are “being annoying” try explaining that you are finding it difficult to focus on a complex task. Perhaps ask if your colleague could wear headphones for a while. Such an approach helps avoid direct confrontation.</li><li>If your issue relates to the laziness of a co-worker then raise it with your manager. Focus on the impact the behaviour has on you and your productivity. Explain how your co-workers delays or poor-quality output affect your ability to do your job well. Taking this approach focuses on the practical success of the organisation rather than the character of your co-worker. This approach is more likely to achieve the change you are wanting.</li><li>If you are feeling social rejection for being omitted from a tea round then that is a natural reaction because your brain processes social exclusion in the same area that it processes physical pain. So don’t be afraid to express how being excluded by co-workers makes you feel.</li></ul>Source: Gavin Parrott

A recent study of 2,000 UK employees has identified the habits that annoy co-workers the most!

Workplace etiquette – what most bothers work colleagues?

Every year on 28 April, the World Day for Safety and Health at Work shines a spotlight on a simple but critical message: safety at work is not optional - it’s fundamental.While World Health Day focuses on overall wellbeing, this day brings that message firmly into the workplace, reminding businesses that health and safety are shared responsibilities that require consistent action, not just awareness.For organisations across the UK, particularly those operating in higher-risk environments, it’s a moment to ask an important question:<figure data-type="blockquoteFigure"><div><blockquote>Are we doing enough to protect our people every day?</blockquote><figcaption></figcaption></div></figure><div data-type="horizontalRule"><hr></div><h2 id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4" data-toc-id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4">From awareness to accountability</h2>If World Health Day is about understanding risk, the World Day for Safety and Health at Work is about managing it.It’s about turning awareness into clear processes, strong leadership and practical action.Workplace safety is not just about policies or paperwork, it’s about:<ul><li>How risks are identified and controlled</li><li>How teams are trained and supported</li><li>How leaders set expectations and lead by example</li></ul>Ultimately, it’s about creating an environment where safety is built into daily operations, not revisited only when something goes wrong.<div data-type="horizontalRule"><hr></div><h2 id="62722e46-f467-4b07-b677-9970a1386384" data-toc-id="62722e46-f467-4b07-b677-9970a1386384">The gap between compliance and culture</h2>Most businesses understand their legal obligations. They complete risk assessments, deliver training and maintain documentation - but compliance alone doesn’t guarantee a safe workplace. The real difference lies in culture.A strong health and safety culture means:<ul><li>Employees feel confident to speak up about risks</li><li>Managers actively reinforce safe behaviours</li><li>Training is practical, relevant and ongoing</li><li>Safety is considered in every decision, not just audits</li></ul>Bridging the gap between compliance and culture is where many organisations see the biggest improvements in safety performance.<div data-type="horizontalRule"><hr></div><h2 id="94fcb28f-7923-4584-8ed7-e8f8845e4309" data-toc-id="94fcb28f-7923-4584-8ed7-e8f8845e4309">Why consistency matters</h2>Unlike one-off hazards, workplace risks are constantly evolving. New projects, changing teams, and increased workloads, especially during busy periods, can introduce new challenges. This is why health and safety management must be continuous.Key areas to regularly review include:<ul><li>Training and competency - Are employees up to date and confident?</li><li>Risk assessments - Do they reflect current working conditions?</li><li>Policies and procedures - Are they practical and being followed?</li><li>Incident response - Are lessons being learned and shared?</li></ul>Consistency in these areas helps prevent incidents and builds long-term resilience.<div data-type="horizontalRule"><hr></div><h2 id="d19120b5-9da4-4c64-ae9a-a11a0e87dc0d" data-toc-id="d19120b5-9da4-4c64-ae9a-a11a0e87dc0d">Bringing safety, training and support together</h2>Effective workplace safety doesn’t sit in isolation - it relies on a combination of training, consultancy and ongoing support.Businesses often benefit from:<ul><li>Health and safety training to build awareness and competence</li><li>Consultancy support for audits, investigations and risk management</li><li>Retained advisory services to guide day-to-day decision-making</li><li>Support in demonstrating compliance and best practice</li></ul>When these elements work together, organisations move beyond simply meeting requirements - they create safer, more confident workplaces.<div data-type="horizontalRule"><hr></div><h2 id="5b2f3825-8aab-4bb4-b861-8ae41ac7d5fd" data-toc-id="5b2f3825-8aab-4bb4-b861-8ae41ac7d5fd">A practical moment to reflect</h2>The World Day for Safety and Health at Work is an opportunity to pause and take stock. Not just of what’s in place, but how effective it really is.Ask yourself:<ul><li>Are we confident in our current approach to workplace safety?</li><li>Do our teams understand their responsibilities?</li><li>Are we preventing risks, or reacting to them?</li></ul>These are the questions that turn awareness into meaningful improvement.<div data-type="horizontalRule"><hr></div><h2 id="cd2794ee-ec5c-40b4-9c5f-ec518801b9bf" data-toc-id="cd2794ee-ec5c-40b4-9c5f-ec518801b9bf">Building safer workplaces, every day</h2>Workplace safety is not defined by a single day - it’s shaped by the actions taken every day that follows.By investing in health and safety training, consultancy and proactive risk management, businesses can protect their people, strengthen compliance and improve performance - because when safety becomes part of your culture, it doesn’t just reduce risk, it creates a stronger, more resilient organisation.<div data-type="horizontalRule"><hr></div><h2 id="4254409f-8dcb-4ed4-815b-512d0404d5bc" data-toc-id="4254409f-8dcb-4ed4-815b-512d0404d5bc">Need support with your workplace safety approach?</h2>Whether you need practical training, expert consultancy, retained advisory support, or help demonstrating your compliance credentials, we help businesses bring training, compliance and expert support together - so you can move beyond box-ticking and build a safer workplace.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Get in touch with our team to find out more.</a>

World Day for Safety and Health at Work is a reminder that safety goes beyond compliance, it’s about building a culture that protects your people every day.

World Day for Safety and Health at Work: Turning awareness into action

Here at SSG we are frequently asked about how to deal with the risks of an employee covertly recording a grievance or disciplinary meetings and whether that recording can then be used as evidence at a tribunal.If an employer has a policy that recording meetings is prohibited it will become a disciplinary matter if an employee is found to have made a covert recording.Also, if an employee breaches such a policy but their tribunal claim is still successful it will usually reduce the amount of compensation that would have been due to them.<h3 id="22700c1b-c1aa-4097-900d-83cc634f9980" data-toc-id="22700c1b-c1aa-4097-900d-83cc634f9980">The grey area</h3>But whether a recording can be presented at tribunal even when it was made covertly is a grey area.An example where the covert recording could be allowed as evidence (for the employee’s case) would be when the individual has captured evidence of misconduct or wrongdoing that would otherwise not have come to light. This could be especially relevant if the employee has been of bullied or harassed by a more senior colleague or manager.The ability to refer to covert recordings in tribunal proceedings depends on what has been recorded.It might be that an employee has made a recording which shows that the original notes or transcript were an inaccurate representation of the meeting. For example, the notes alone may put the employer in a favourable light when reality of what occurred would be less favourable to them. A recording might show that the employer’s written version of events was a misleading representation of what was said. In such a case a judge may allow the covert recording as evidence because it would be the only way to definitively show what had been said in the meeting.But what about recordings of discussions about an employee but where they were not present?These are recorded conversations from which the employee was excluded and should not have been privy to, but which are subsequently acquired. These could be captured by a phone or on a Teams call which were left on record. Generally, these recordings would not be admissible as evidence at tribunal on the basis that such discussions are intended to be confidential between the participants.But a tribunal may rule that such a covert recording can be admissible if they showed evidence of discrimination, harassment or bullying.Source: Gavin Parrott

We are frequently asked about how to deal with the risks of an employee covertly recording a grievance or disciplinary meetings and whether that recording can then be used as evidence at a tribunal.  

What are the legal pitfalls of covertly recording meetings?

New legislation came into effect in April which guarantees that disabled people and those with health conditions will not immediately lose their benefits if they try to work or volunteer for work.The aim of the legislation is to support people to try and work without the fear of automatically facing a reassessment of their benefits or losing their existing benefits.The changes are part of the Government’s drive to “unlock work” for sick or disabled people and to boost living standards by helping them obtain secure jobs.The legislation will help remove one of the barriers to entering the workplace and should help alleviate fears of what will happen if an attempt to work is unsuccessful.Whilst disability campaigners have welcomed the legislation it will still need employers to take practical steps to enable individuals with disabilities or underlying health issues to successfully access work and then sustain it.The legislation is reliant on employers making their workplaces accessible and considering how jobs can be made flexible around the needs of the individual wishing to exercise their new “right to try” work.Employers need to consider how they can offer support and take a positive view on how individuals can be facilitated and accommodated within their organisation, but balance this by enabling the individual to deliver against what the organisation needs from the role they perform.As the legislation comes into force and practical examples emerge of how employers are helping individuals with disabilities or health issues to successfully access job roles, we will share these with you.Source: Gavin Parrott

New legislation which guarantees that disabled people and those with health conditions will not immediately lose their benefits.

'Right to try' work starts from April 2026

An engineering worker has been awarded £66,295 at tribunal after he was unfairly dismissed and suffered a detriment after he made a protected disclosure (i.e. whistleblowing) by repeatedly raising concerns about his manager’s competence.The employee, Mr Estcourt, was working for Morrison Energy and he raised concerns both in emails and verbally about the competence of his manager.He raised concerns over a three-month period and said that the manager’s lack of engineering training was putting employees and the public at risk.But after raising the concerns, Mr Estcourt was dismissed by Morrison Energy for being “obstructive in his behaviours and unsupportive in terms of operations.”The tribunal found the employer did not have reasonable grounds to dismiss Mr Estcourt and stated he had been an “exemplary employee.”<h2 id="c9425750-0886-424b-a2ef-56bbe55020c0" data-toc-id="c9425750-0886-424b-a2ef-56bbe55020c0">Learning for employers</h2><ul><li>Although the employee did not refer to his concerns about the manager as “protected disclosures”, the employer should have regarded them as such and followed their Whistleblowing procedure.</li><li>Employers must avoid being influenced by an employee’s decision to make a protected disclosure when considering whether to dismiss them. In this case, the employer was unable to satisfy the tribunal that the whistleblowing and their decision to dismiss were not linked.</li><li>The case is a reminder to employers that any decision to dismiss must be reasonable, based on evidence and must not be a consequence or reaction to a whistleblowing.</li><li>Employers need to be alert to the likelihood that that any employee concerns about competence, safety or professional standards may constitute protected disclosures.</li></ul>Don’t forget that in April 2026 whistleblowing law has been expanded and any report of sexual harassment will now be a protected disclosure.Source: Gavin Parrott

An engineering worker has been awarded £66,295 at tribunal after he was unfairly dismissed and suffered a detriment after he made a protected disclosure (i.e. whistleblowing)

Engineer awarded £66,000 after calling manager “incompetent”

Every year on 7 April, the world comes together to mark World Health Day, a global initiative led by the World Health Organization (WHO). It’s more than just a date in the calendar - it’s a reminder that health and wellbeing are fundamental to every aspect of life, from the workplace to our communities.For organisations across the UK, particularly in high-risk industries, the message is clear: good health isn’t just personal - it’s professional. A healthy workforce is safer, more productive, and better equipped to meet the demands of modern working environments.World Health Day shines a spotlight on key global health issues each year, encouraging individuals and businesses alike to take a closer look at how they support physical and mental wellbeing. Whether it’s improving workplace safety standards, promoting mental health awareness, or investing in training and development, small steps can make a big difference.At its core, this day is about prevention, education and action - values that sit at the heart of effective health and safety training. It’s an opportunity for companies to reflect on their responsibilities, reinforce best practices, and commit to creating healthier, safer workplaces for everyone.<div data-type="horizontalRule"><hr></div><h2 id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4" data-toc-id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4">The hidden risks in the workplace</h2>While many workplace hazards are visible and well-managed, some of the most significant risks are the ones we don’t always see - the so-called “silent risks”. These can develop gradually over time, often going unnoticed until they begin to impact health, wellbeing and performance.The four main hidden workplace risks to consider are:<ul><li>Stress and mental health strain Work-related stress remains one of the leading causes of ill health in the UK. High workloads, long shifts, job insecurity, and poor work-life balance can all contribute. Left unmanaged, this can lead to anxiety, burnout, reduced concentration, and increased risk of incidents at work.</li><li>Musculoskeletal injuries These are among the most common workplace issues across UK industries. Repetitive tasks, poor posture, manual handling, and inadequate workstation setup can all lead to long-term damage. What starts as minor discomfort can develop into chronic pain, reduced mobility and time off work.</li><li>Respiratory issues from dust and fumes Exposure to dust, vapours and fumes, particularly in construction, manufacturing and offshore environments, can have serious long-term health consequences. Conditions such as occupational asthma or chronic lung disease often develop slowly, making early awareness and control measures essential.</li><li>Noise-induced hearing loss Regular exposure to high noise levels can cause permanent hearing damage, often without immediate signs. In many UK workplaces, this risk is underestimated. Once hearing is lost, it cannot be restored - making prevention through proper controls and PPE critical.</li></ul>Recognising these hidden risks is the first step. Through effective training, awareness, and proactive management, businesses can protect their workforce and build a safer, healthier working environment.Other hidden workplace risks you could consider:<ul><li>Fatigue and sleep deprivation Long hours and shift work can impair judgement, slow reactions, and increase the likelihood of errors</li><li>Poor indoor air quality Inadequate ventilation or hidden contaminants can lead to headaches, fatigue, and reduced productivity</li><li>Vibration exposure (HAVS / WBVS) Prolonged use of vibrating tools or machinery can cause irreversible nerve and circulation damage</li><li>Skin exposure to hazardous substances Contact with chemicals or irritants can lead to dermatitis and longer-term health issues</li><li>Display screen equipment (DSE) strain Extended screen use can result in eye strain, headaches, and posture-related problems, especially with remote working</li><li>Complacency and routine risk Familiar tasks can lead to reduced attention and unsafe habits, increasing the chance of incidents</li></ul><div data-type="horizontalRule"><hr></div><h2 id="62722e46-f467-4b07-b677-9970a1386384" data-toc-id="62722e46-f467-4b07-b677-9970a1386384">Why prevention matters</h2>When it comes to workplace health, prevention is always better than cure (especially with “silent risks” that build up over time). Unlike immediate hazards, these issues don’t always trigger alarm bells straight away, but their long-term impact can be significant for both employees and employers.For employees, unmanaged risks like stress, poor ergonomics, or exposure to noise and airborne contaminants can lead to chronic health conditions, reduced quality of life, and in some cases, permanent damage. What might start as mild discomfort or fatigue can gradually develop into something far more serious, affecting both work and life outside of it.For employers, the consequences are just as real. Increased sickness absence, reduced productivity, higher staff turnover, and potential legal or regulatory issues can all stem from failing to address these risks. In the UK, there’s also a clear duty under health and safety law to assess and control workplace hazards, including those that aren’t immediately visible.Focusing on prevention means taking a proactive approach: identifying risks early, putting control measures in place, and ensuring employees are properly trained and supported. It’s not just about compliance, it’s about creating a culture where health is prioritised every day, not just when problems arise.Ultimately, tackling these silent risks early protects people, strengthens organisations, and supports a more sustainable and resilient workforce.<div data-type="horizontalRule"><hr></div><h2 id="94fcb28f-7923-4584-8ed7-e8f8845e4309" data-toc-id="94fcb28f-7923-4584-8ed7-e8f8845e4309">Taking action this World Health Day</h2>World Health Day is the perfect opportunity to move beyond awareness and take meaningful action. By recognising the hidden risks in your workplace and focusing on prevention, you’re not only protecting your workforce - you’re also investing in the long-term success of your business.Effective health and safety training plays a key role in this. It equips employees and managers with the knowledge to identify early warning signs, understand their responsibilities, and implement practical control measures before issues escalate.Whether it’s managing stress, improving manual handling practices, controlling exposure to hazardous substances, or reducing noise risks, the right training can make a real, measurable difference.Now is the time to review your current approach.<ul><li>Are your teams fully aware of the risks they face?</li><li>Are your control measures effective and up to date?</li><li>And most importantly, are you doing enough to prevent harm before it occurs?</li></ul>By taking proactive steps today, you can build a safer, healthier workplace for tomorrow.At SSG Training &amp; Consultancy, we support organisations with health and safety training, risk assessments and consultancy services to help manage workplace risks and improve employee wellbeing.Take a moment today to check in on your own health - and encourage your team to do the same.<a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">If you’d like support in improving workplace health and safety, get in touch with our team to find out how we can help.</a>

From stress to exposure risks, discover why tackling hidden hazards is essential for a healthier workplace.

World Health Day: Why it matters more than ever

<h2 id="c1ed0d49-7e77-4643-9103-588929a5d8cd" data-toc-id="c1ed0d49-7e77-4643-9103-588929a5d8cd">The importance of workplace health and safety</h2>Strong health and safety training and a proactive safety culture not only help organisations maintain compliance with UK regulations, but also support productivity, employee engagement and long-term business success.Effective workplace health and safety management remains a critical priority for organisations across the UK. From reducing workplace accidents to managing employee wellbeing, businesses must continuously improve their health and safety procedures, risk assessments and staff training to meet legal requirements and protect their workforce.<div data-type="horizontalRule"><hr></div><h2 id="2897824b-7c1d-4793-ae33-d9b56c3893e0" data-toc-id="2897824b-7c1d-4793-ae33-d9b56c3893e0">The reality of workplace safety in the UK</h2>Recent data from the Health and Safety Executive (HSE) highlights the scale of the challenge facing UK employers.According to the latest HSE workplace injury statistics:<ul><li>124 workers were killed in work-related accidents in Great Britain</li><li>Around 680,000 workers sustained a non-fatal workplace injury</li><li>1.9 million workers were suffering from work-related ill health, including:<ul><li>964,000 cases of work-related stress, depression or anxiety</li><li>Over 500,000 musculoskeletal disorders such as back or joint injuries</li></ul></li></ul><ul><li>Workplace injuries and ill health result in more than 40 million working days lost each year across the UK</li></ul>These figures highlight why organisations must prioritise workplace risk management, health and safety training and compliance monitoring.<div data-type="horizontalRule"><hr></div><h2 id="bbbccbde-b047-4ba4-886b-d9a56428d36d" data-toc-id="bbbccbde-b047-4ba4-886b-d9a56428d36d">Common workplace safety hazards and risks</h2>Across multiple industries, many workplace accidents are caused by hazards that can be prevented through effective health and safety policies and training programmes.Some of the most common risks include:✔ Slips, trips and falls in the workplace ✔ Manual handling injuries caused by poor lifting techniques ✔ Falls from height, particularly in construction and maintenance environments ✔ Insufficient health and safety training for employees ✔ Outdated or incomplete risk assessments and safety proceduresImplementing robust health and safety management systems, combined with regular employee training, can significantly reduce these risks.<div data-type="horizontalRule"><hr></div><h2 id="12e3fc51-6e97-4f0f-ace2-8c1aa769eee7" data-toc-id="12e3fc51-6e97-4f0f-ace2-8c1aa769eee7">Building a strong health and safety culture</h2>Organisations that prioritise health and safety compliance and employee training tend to experience fewer workplace incidents and improved operational performance.A strong health and safety culture typically includes:<ul><li>Leadership commitment to employee wellbeing and compliance</li><li>Clear workplace safety policies and procedures</li><li>Regular risk assessments and hazard identification</li><li>Effective health and safety training programmes</li><li>Ongoing monitoring and continuous improvement of safety management systems</li></ul>Investing in health and safety consultancy and accredited training helps businesses stay up to date with regulations and develop safer working environments.<div data-type="horizontalRule"><hr></div><h2 id="eb8957c6-36d7-49e0-a0a7-cd0f82001830" data-toc-id="eb8957c6-36d7-49e0-a0a7-cd0f82001830">Health and safety is an ongoing commitment</h2>Workplace health and safety is not simply about meeting regulatory requirements - it is about protecting everyone, not just employees, by reducing risk and creating sustainable, productive organisations.As workplaces evolve and new risks emerge, businesses must continue to invest in training, consultancy support and effective safety management systems to ensure their teams remain safe and compliant.Events such as The Health &amp; Safety Event in Birmingham provide valuable opportunities for professionals to explore new ideas, share best practice and strengthen their workplace safety strategies.<div data-type="horizontalRule"><hr></div><h2 id="dbd7013d-8268-45c4-b174-c48d82e5b9ea" data-toc-id="dbd7013d-8268-45c4-b174-c48d82e5b9ea">Talk to the experts</h2>At SSG Training &amp; Consultancy, we support organisations with health and safety training, risk assessments, workplace compliance and consultancy services. We also offer a range of courses delivered through flexible learning methods, including classroom, virtual classroom and e-learning.View our courses here: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses">Find A Course - SSG Training &amp; Consultancy</a>What’s the biggest health and safety challenge your organisation is facing today?<div data-type="horizontalRule"><hr></div>Source: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/">https://www.hse.gov.uk/statistics/</a> <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/dayslost.htm">Working days lost in Great Britain - HSE</a> <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/fatals.htm">https://www.hse.gov.uk/statistics/fatals.htm</a>

Workplace health and safety is more important than ever. Discover the latest HSE statistics, common risks and how training and strong safety culture can help organisations protect their workforce.

Workplace Health and Safety in the UK: Why training, compliance and risk management still matter

A judge has ruled that a former British Airways (BA) employee who was accused of masturbating in front of a colleague was unfairly dismissed.Cabin crew member Okan Dalkiran and a female colleague, referred to as X, had been sleeping in adjacent bunks in a&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/what-can-hr-learn-from-the-heathrow-airport-closure">Heathrow&nbsp;</a>Airport rest centre when X said she saw Dalkiran exposing himself, according to a&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/employment-tribunal-decisions/mr-o-dalkiran-v-british-airways-plc-6007777-slash-2024">tribunal document</a>&nbsp;published on 17 February.&nbsp;She reported the incident to a manager the following day, prompting an&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/former-police-officer-protests-too-long-misconduct-investigation">investigation</a>, and in August 2023 Dalkiran was arrested aboard an empty flight.The claimant was charged with “intentionally exposing himself intending to cause alarm and distress”, but was found not guilty after magistrates considered camera footage, the lighting conditions, and that there were others in the room who did not see or hear what X described.&nbsp;Dalkiran was dismissed on 9 April 2024 and subsequently brought an&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/flawed-investigation-prompts-12k-unfair-dismissal-payout">unfair dismissal</a>&nbsp;claim against BA. Employment judge Sally Cowen found that the airline’s investigator had not properly tested the evidence before accepting it.Judge Cowen said the investigation “relied on the fact that X seemed to be upset about it” and that “failed to test the credibility of X’s version of events”, adding that BA did not obtain details from the magistrates’ court to verify whether the account being relied upon was accurate.HR professionals should recognise that serious allegations alone do not justify summary dismissal, even when&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/comment/what-to-do-when-an-employee-is-arrested">criminal charges</a>&nbsp;have been brought, said Roy Magara, solicitor advocate and founder of employment law firm Magara Law.&nbsp;<div data-type="horizontalRule"><hr></div>Magara told&nbsp;HR&nbsp;magazine: “What tribunals will focus on is whether the employer had a genuine and reasonable belief in&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/met-officer-misused-laptop-for-explicit-writing">misconduct</a>, grounded in evidence and formed after a reasonable investigation at the time the dismissal decision was taken.“The test is not whether the employee can be proved guilty beyond reasonable doubt, and it does not hinge on the outcome of any criminal trial.”Speaking to&nbsp;HR&nbsp;magazine on 10 October about&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/tribunal-grants-16k-to-man-dismissed-over-mock-irish-accent">flawed investigation processes</a>, Liz Stevens, professional support lawyer in the employment team at Birketts LLP, said that “an impartial investigation is a key cornerstone of the Acas Code of Practice and to achieve a fair dismissal”.Stevens added: “Employers should always make sure that an independent manager with the necessary skills and experience is appointed to investigate disciplinary allegations, particularly where the potential consequences are so serious for the employee.&nbsp;<div data-type="horizontalRule"><hr></div>Magara explained that when allegations involve potential criminal conduct in the workplace, employers should “act swiftly but sensibly”. “A neutral&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/doctor-suspended-for-faking-work-history-and-hiding-convictions">suspension</a>&nbsp;on full pay may be appropriate while facts are gathered, but only where it is genuinely necessary.“Employers must conduct their own internal investigation that is independent of any criminal process, as the standards and purposes of a disciplinary investigation differ from those of the criminal courts.”A reasonable investigation should be prompt and proportionate to the seriousness of the allegation, said Magara: “It should involve proper evidence gathering, whether that is witness statements,&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/security-manager-who-watched-cctv-at-work-wins-31k">CCTV</a>&nbsp;or documentation, and it must give the accused a fair opportunity to respond.”“Tribunals do not expect perfection, but they do expect employers to take reasonable steps to test the reliability of the evidence before reaching a decision,” Magara concluded&nbsp;&nbsp;<div data-type="horizontalRule"><hr></div>&nbsp;Source: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/former-ba-worker-unfairly-dismissed-after-indecent-exposure-arrest">https://www.hrmagazine.co.uk/content/news/former-ba-worker-unfairly-dismissed-after-indecent-exposure-arrest</a>

“A reasonable investigation should be prompt, and proportionate to the seriousness of the allegation”, said solicitor advocate Roy Magara

Former BA worker unfairly dismissed after indecent exposure arrest

If you watched the BAFTAs (or perhaps even if you didn’t), you will be aware of the latest Media storm surrounding John Davidson and the involuntary tic, causing offence at the event when a racial slur was heard on live television:&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.peoplemanagement.co.uk/article/1949720/when-tourettes-tics-cause-harm-work-hr-balance-inclusion-psychological-safety">https://www.peoplemanagement.co.uk/article/1949720/when-tourettes-tics-cause-harm-work-hr-balance-inclusion-psychological-safety</a>&nbsp;From a distance, it is easy to analyse who was in the wrong here.But when you are caught in the moment, and try to manage health conditions and protected characteristics at work, things can become tricky very quickly.&nbsp;For example, say you have a team member who is affected by a type of autism that makes them respond in a blunt, abrupt manner.At what point should you as the employer step in to protect other team members or customers (who may be affected by a protected characteristic themselves) from verbal back-lash, considering that the condition calls for reasonable adjustments under the Equality Act 2010?&nbsp;<div data-type="horizontalRule"><hr></div><h2 id="285baac5-afda-4b0a-80b1-9b286d7f8ac6" data-toc-id="285baac5-afda-4b0a-80b1-9b286d7f8ac6">What is reasonable?</h2>&nbsp;Let the individual respond in whichever way they feel is appropriate?Remove them from a customer facing role?Enforce your rules regarding interpersonal interactions at work and tell them to work on their communication skills?&nbsp;<div data-type="horizontalRule"><hr></div><h2 id="0850f310-e9d0-4ba3-acb9-d82490dc520d" data-toc-id="0850f310-e9d0-4ba3-acb9-d82490dc520d">The answer is: It depends.</h2>What are their capabilities in terms of interpersonal interaction? Are they affected by any medication? How is the environment they work in impacting them? What is going on outside of work that might exacerbate the issue? How significant is the impact their behaviour is having?&nbsp;Occupational Health can give you pointers but ultimately it is down to you to decide.&nbsp;<div data-type="horizontalRule"><hr></div><h2></h2><h2 id="6644fa61-5de8-4cb9-9f97-03fec34ebac0" data-toc-id="6644fa61-5de8-4cb9-9f97-03fec34ebac0">How do I decide?</h2><ul><li>Don’t ignore the problem. The longer issues fester, the more difficult it becomes to address them.</li><li>Investigate thoroughly – don’t just go with your gut! Unconscious bias manifests in all of us. Be aware of your bias and analyse the situation from a clear and objective viewpoint.</li><li>Communicate clearly with all parties involved. There is nothing wrong with saying ‘I don’t know – what do you think?’. In fact, an explorative, open approach may make the conversation a lot easier.</li><li>Get advice from occupational health. Ultimately, a medical opinion will give your decision-making the best guidance.</li><li>Talk to us! Chances are, we have dealt with a similar issue before. And we will be able to give you guidance based on recent caselaw and legal advice.</li></ul>&nbsp;

What does “reasonable” really mean at work? Using a recent high-profile incident as context, this article explores how employers can balance health conditions, protected characteristics and workplace behaviour - and how to make fair, confident decisions when the answer isn’t clear-cut.

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