Please sign in with your existing account details.
Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.
Privacy statement - Terms and conditions
Forgotten your password?
You have exceeded the maximum number of login attempts for this email address and your account has been locked. An email has been sent to member of Browne Jacobson's web team and some one will be contacting you over the next two working days with details of how to change your password.
Are you sure you want to remove this item from you pinned content?
The number of people suffering from obesity in the UK has trebled over the last 25 years. But does obesity fall within the definition of disability under the Equal Treatment Framework Directive?
According to the Advocate General in his opinion in Kaltoft v The Municipality of Billund, it could but only if severe. The Advocate General pointed out that the directive covers physical and mental impairments which make “carrying out of that job or participation in professional life objectively more difficult and demanding”. His view was that a BMI of over 40 (WHO class III), impacting on mobility, endurance and mood would hinder an individual’s participation in professional life to such an extent as to amount to a disability.
Therefore if you have an employee who is severely obese (BMI of over 40) you may have to consider whether the organisation is under a duty to make reasonable adjustments.
This case offers particularly helpful guidance for employers when being faced with employees who are suspected of criminal wrongdoing, albeit care should always be given to ensure allegations are clearly defined and considered on their own merits.
View blog
Break rights have proved a fertile source of litigation over the last few years. More often than not, tenants have found themselves on the wrong end of the decisions. However, a Court of Appeal decision yesterday has bucked that trend.
The courts have long recognised that, on a societal level, women bear a greater burden of childcare responsibilities than men which can make it more difficult for women to comply with employer requirements for flexible working (known as the ‘childcare disparity’).
All EU citizens who were not residing in the UK by the end of December 2020 and want to live and work in the UK from 1 January 2021 must apply for a visa as a result of Brexit.
Select which mailings you would like to receive from us.
Sign up