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Jo supports Irwin Mitchell’s national Employment and Pensions group. She manages the group’s knowledge systems and ensures that the team keep up-to-date with the latest legislation changes.
She also produces and updates key precedent documents, some of which are available to clients via our IMhrplus service and provides guidance on complex legal issues and new law.
Jo is responsible for the delivery of our national seminar programme to our clients, developing and producing bespoke training courses and mock Employment Tribunals. She also produces client-focused alerts and updates to keep our clients and contacts up to speed with key developments in employment law and HR best practice.
Jo qualified as a solicitor in 1995.
We’ve been helping businesses get up to speed by checking what systems are currently in place to generate the information needed, identifying areas of risk and building them tailor made solutions to reduce their gender pay gaps.
Gender pay reporting has arrived and if they haven’t already, businesses need to start planning now.
Although businesses may see the reforms as an administrative nightmare they have an opportunity to lead the way. These changes will not only be a major boost for gender diversity, but could potentially increase productivity and revenue.
“It is important for employers to make sure that they’re abiding by the latest employment laws and that they are making work adjustments to their business for cancer patients.
“Heading back to work is part of a cancer patient’s rehabilitation – to get back to a familiar routine and to build their confidence once again. Being withdrawn from this will ultimately damage their recovery and will most likely leave them in a detrimental financial situation.
“Many businesses that we work with offer support to workers, and even if they are just small adjustments, these changes can make a huge difference to the patient’s working day; such as phased return or flexible hours, so the employee can deal with fatigue more comfortably, and by providing skills training for managers to ensure they understand how to deal with these conditions.”
“It should be noted that reasonable adjustments are intended to ease an employee’s transition back into the workplace, and therefore employers are not required to pay enhanced sick pay to employees who are absent as a result of their cancer treatment.
“That said, employers should always make an effort to ask the individual how their work could be adjusted to alleviate stress and fatigue. They should ensure for these purposes that they remain flexible and open to the needs of their people.”
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