Given there is potential for major sporting events such as the World Cup or Olympic Games to lead to increased unauthorised absence employers may wish to put specific rules and procedures in place during the relevant period. For example, employees who are off sick (other than those who are already known to be on long-term sickness absence) could be required to notify their absence to a specified person, for example a member of the HR department. This would help to make employees aware that...

Employers can be held vicariously liable for discriminatory acts by employees - even if the event is held off site and out of normal working hours. Under the Equality Act 2010, protection from harassment covers sexual harassment as well as unwanted conduct on the grounds of age, disability, gender reassignment, race, religion or belief, and sexual orientation. Employers should ensure that their policy on harassment is up to date, and has been brought to the attention of all employees. The...

An employer may be held to be vicariously liable for any defamatory statement made by an employee in the course of their employment. If an employee has used social media to make a defamatory comment about one of their employer's competitors, the employer should act quickly to limit the damage caused. In the first instance, the employer should seek to have the defamatory statement removed immediately by the employee since this is probably the quickest and most practical way of preventing...