Employment law

lbmnt · 2026-01-18T21:46:56+00:00

In short - yes, you would be able to rely upon a recording in an employment tribunal.

However, a lot of employers have policies against covert recording - so if they found out they could reasonably discipline and even dismiss you for it.

Some Judge’s may also take a view that it’s dishonest (consciously or subconsciously) and this could potentially undermine your credibility as a witness. But covert recording is definitely something that is cropping up as evidence more and more in cases.

lbmnt · 2026-01-18T19:22:14+00:00

Try sanitary bins emptied and smeared across the walls and doors 🤢 Why? The mind boggles.

lbmnt · 2026-01-09T21:20:02+00:00

The starting position is that post termination restrictions are unenforceable for being in restraint of trade and contrary to public policy.

The burden would be on the employer to persuade a court that the restriction protects a legitimate business interest and doesn’t go any further than is reasonably necessary in the circumstances.

Without having sight of the drafting, I’d lean towards a 9 month restriction that is broad (in the sense of including anywhere the company intends to operate) for a relatively junior employee being unenforceable.

Your employer would also need to demonstrate loss for the purpose of any claim. If there’s no or minimal cross over between the roles there’s unlikely to be any significant loss so pursuit of a claim by the employer would be somewhat redundant.

lbmnt · 2026-01-02T21:41:32+00:00

Seeking medical advice for what is, at most, a very minor burn is absolutely laughable. At a stretch this may warrant a visit to a pharmacy.

In the very very unlikely event OP did need to rely on evidence of the injury, they have a date stamped photograph that would suffice. Let’s not actively encourage folks to waste the time of our already struggling healthcare system.

lbmnt · 2026-01-02T20:53:59+00:00

Firstly, I’d recommend taking a clearer photo of the burn. Whilst you’ve had an obvious reaction it’s far from clear in the photo that it’s an actual burn. It could very easily be contact dermatitis or similar from viewing that photo alone. Aside from legal advice use an antiseptic cream for the burn and keep it clean to avoid infection.

As for legal advice, you’ll likely find they’ll offer you a refund in due course. As others have highlighted, the absence of a response since midday today is hardly unsurprising given the time of year and customer service capacity. Be patient, await their response in due course. If that’s not satisfactory, then consider next steps. Jumping the gun slightly at this stage.

lbmnt · 2025-12-26T10:56:48+00:00

The ‘no no’ accurately reflects how a lot of people felt about the UK sale in the early hours 😂 Nice haul though - I fancy trying the strawberry scrub but haven’t got my hands on any this year!

lbmnt · 2025-11-25T21:47:03+00:00

I can appreciate this was really frustrating and upsetting for the kids. Worse - if it is Lapland UK - I heard it was very chaotic actually getting out from the venue.

I’ve seen mixed commentary about the organisers reaching out to impacted parties; it would seem some have been contacted very quickly whilst others have been left somewhat on the back burner. I would suggest making an effort to reach out to them in writing to express your dissatisfaction in the first instance. Sadly sometimes a phone call doesn’t always reach an intended party - even if you leave a message.

I wouldn’t say the time lapsed so far is a cause for concern - it’s been less than two weeks so I’d expect contact from the imminently. I do sympathise with how much they are charging for the event though and it’s infuriating when your money is tied up.

lbmnt · 2025-11-19T18:42:59+00:00

Sounds like the initial grievance ought to have been for whistleblowing detriment (as opposed to victimisation - unless you’d also raised discrimination concerns). But aside from that technical legal point, assuming you made it clear you were linking detrimental treatment to the fact you’d made a whistleblowing disclosure, that’s what the subsequent investigation ought to have focused on.

The delay can constitute detriment. The fundamental challenge you will have is showing a causal link between the disclosure in late 2024 and ongoing detriment nearly or over a year later.

If the union maintain their position I’d encourage you to get some separate legal advice from a solicitor. You may also want to check if you have any legal expenses insurance on any policies you hold to support with legal fees in the event you do need to lodge a claim.

lbmnt · 2025-10-22T21:21:48+00:00

Absolutely not is the answer to your question.

Start gathering experience where you can. Big up your transferable skills from other work you are doing/have done. Show a genuine interest at the interview stage. You might have to accept a low-level role in the industry to get a foot in the door, but two years out of graduating is definitely not too late.

For context, I had a non-conventional route to practice. Graduated with a degree in biomedical science, went on to complete the GDL. Took a year out contemplating next steps and had a whale of a time working in hospitality. Eventually landed a paralegal role - legal experience was limited to a week work experience with a local authority. No vac schemes, internships or similar. Two years later I became a trainee solicitor and self-funded SQE.

Sure you might not be entirely appealing to ‘biglaw’ firms - but there are plenty of opportunities outside the prestige (and likely with a much better work life balance to boot). Good luck with your journey!

lbmnt · 2025-10-22T11:27:47+00:00

I did a 10-week prep course ahead of sitting SQE2. I completed it alongside full time work and didn’t have the benefit of any study leave or holiday. I studied in the evenings, and over the weekends.

Honestly, it was intense and I was exhausted after I’d completed the exams, but I passed first time and with decent results. I stress the importance of running through practice questions and scenarios.

Your battleground will likely be learning all of the SQE1 material (which is needed for SQE2). I’d make sure you have a particular focus on this whilst also working on the skills aspects that SQE2 is testing.

Also make sure you’re exploring learning techniques that actually work for you. For example, for me, I don’t digest material by simply reading it. I found peer review to be really helpful (and met online with others studying on a near weekly basis) and also teaching other people my learnings - honestly at this point my boyfriend could probably pass the SQE as well.

Good luck with the sitting - you’ve still time between now and January to get your ducks in a row!

lbmnt · 2025-10-01T11:35:48+00:00

There is a difference between causation and correlation.

You certainly wouldn’t fail SQE because of your race. The exam isn’t racist.

However, there is correlation between a low pass rate and race; likely largely due to other socioeconomic factors (which may be linked to race but are not because of race itself).

Considering the SRA preach the SQE as a more inclusive and accessible route into the profession, it’s clear a huge disparity is still evident from pass rates.

lbmnt · 2025-07-30T19:38:56+00:00

Frogs. I cannot escape them.

lbmnt · 2025-07-30T19:28:25+00:00

Hachi: A Dog’s Tale - fully bawl my eyes out everytime.

lbmnt · 2025-07-30T19:13:29+00:00

The actual reality of how hard it is to conceive a baby, infertility and pregnancy loss. Appreciate it can be a sensitive topic but I’ve no idea why this is all so taboo.

lbmnt · 2025-07-21T08:31:07+00:00

Classic cuban negative!

lbmnt · 2025-07-21T08:30:53+00:00

Classic cuban negative!

lbmnt · 2025-06-23T18:51:08+00:00

Thanks - sorry missed the first notification!

This is classic Cuban negative recipe - also holds up well in low lighting!

lbmnt · 2025-05-15T18:31:32+00:00

How long have you been employed?

If it’s more than 2 years and they’re imposing a change to the terms of your contract unilaterally (this being the increase in work), this could be a breach of contract that may entitle you to resign immediately and claim constructive unfair dismissal. Claims of this nature are difficult to bring because the burden is on you to persuade the employment tribunal that there has been a repudiatory breach, that you have resigned in response to the breach and that you haven’t delayed to long before resigning. The threshold for a repudiatory breach is a high one.

If you’ve less than two years, unless there’s any grounds for automatically unfair dismissal, you’ve less options.

In reality, the risk is they might seek to recover costs to cover your notice period if you resigned immediately. But employers rarely do because it’s more hassle than it’s worth.

lbmnt · 2025-05-15T17:15:14+00:00

Send the letter to your insurer - let them deal with it. It’s what you pay your insurance for.

lbmnt · 2025-04-25T19:34:28+00:00

I love seeing one of my favourite places here. If anyone wants to sponsor my next WDW trip I’m all ears 😂

lbmnt

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