While there is no legal obligation to provide a reference for an ex-employee, if any reference is inconsistent, you may land yourself in trouble! A recent case concerned an employee who had significant periods of absence from work due to her disability. She was subsequently made redundant and, as part of the settlement, a reference […]

Despite the press coverage following a Romanian ruling, employers cannot randomly monitor employee’s personal emails and messages without cause – especially where policies allow ‘some personal use’.  Employers must have clear policies on what personal use, if any, that they permit and when this can take place (eg only in breaks or outside normal working […]