Amazon UK has been in the spotlight again this month as reports emerged that a large number of their staff have developed physical and mental illnesses as a result of their working ‘regime’.

Whilst most often we associate stress with high-flying executive level positions, studies have shown that monotonous and repetitive jobs can cause similar levels of exhaustion leading to stress and depression.

Employers should be cautious when dealing with such issues, particularly as these conditions can potentially be classed as a disability. Should these issues be approached incorrectly, employers can fall foul of disability legislation, potentially resulting in discrimination claims being lodged against them.

In addition to the monotonous working conditions, Amazon has also been criticised for implementing performance targets. It is claimed that this too increases the pressure that employees are put under as businesses that implement such targets can discipline staff should they fail to hit them. Performance targets are often frowned upon, but it is important that a business can set targets in order to achieve productivity from their staff, but it’s vital that such targets are achievable. More...

A new survey from the Chartered Management Institute has revealed that women in management positions in Wales earn approximately 13% less than males in the same position. This means that female managers are essentially working an hour a day for free.

Equal pay legislation has been around for many years – here in the UK we’ve had laws governing it for more than forty – but the figures revealed by the CMI show that we still have a problem in this country, despite it being the 21st Century. Simply put, one sex should not receive more or less than the other for performing the same or a similar role.

Changes in Equal Pay Legislation

Last month, David Cameron reaffirmed his intention to address the issue, reminding companies of the change in legislation due in 2016. The change will force companies with more than 250 staff to disclose the average pay of their employees, both male and female. Cameron believes the new legislation will “cast sunlight on the discrepancies and create the pressure we need for change, driving women’s wages up”. More...

Last weekend saw the Welsh rugby team play their first match in the build up to the Rugby World Cup. Although it wasn't the start we were looking for, the game marks the beginning of a two month period when rugby fans will be in their element enjoying the games.

The fixtures for the tournament will enable the majority of fans with 9-5 Monday to Friday jobs to watch them without having to take time off work, but there are some matches, including our own against Fiji on Thursday October 1st, that kick off during office hours.

Taking time off for the rugby

Although we are a passionate rugby nation and some employers may decide to allow their employees to watch the match in the office or leave early, this is entirely at their discretion.

Employees who wish to watch the match away from work should therefore book time off, and employers should be wary of these key dates as they may become inundated with holiday requests. As ever, before granting holiday leave, it’s vital that employers ensure the needs of the business are being met.More...

Jeremy Clarkson, who was publicly removed from his role as controversial Top Gear presenter by the BBC in March, is making the papers again this week as a result of his high profile sacking.

Over the past few days, Clarkson’s name has been splashed across the headlines as it’s come to light that he may not be able to host a car show on a UK channel for a period of two years as a result of a term in his contract.

But can employers legally prevent their ex-employees from working for a competitor? And if so, how do they go about enforcing it?

Restrictive Covenants

Clauses such as the one mentioned above are actually common in modern employment contracts, and are referred to as Restrictive Covenants.

Restrictive Covenants are considered vital in business, and are implemented in order to protect a business’ interests. However, it’s important to note that they strictly cannot go any further than is necessary to protect said interests.

In England and Wales, courts are very strict when an employer is seeking to enforce a restrictive covenant, particularly as these clauses can restrict an individual’s chance of finding alternative employment and can be seen as a restraint of trade. More...

South Wales enjoyed temperatures of over 26° last week, and saw thousands of residents packing up their beach bags and heading to the coast to enjoy the seasonable sunshine. Countless were left behind, however, as workers had to go about their daily business regardless of the beautiful weather, many of whom were in business attire that was less than heatwave friendly.

The Howells Solicitors team were lucky enough to cool off at Joe’s Ice Cream once or twice during the hot spell, and of course had our office fans amped up to the highest setting, but many employees across South Wales weren’t as fortunate, having to withstand soaring temperatures without any extra help.

But what are the laws regarding making employees work in extreme heat? Can employees be forced to work in certain temperatures? And is it possible to manage staff effectively in these conditions? Although this week’s weather isn’t quite as pleasant as last’s, the Met Office has warned that late July could see temperatures hit highs of 39°C, so businesses really do need to be prepared. More...