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I am a manager in charge of self employed drivers. One of these drivers is six months pregnant and I am being asked by our contractor to let her go as the work we undertake can be classed as strenuous. I have spoken to her on this and she claims that she is fine to carry on for the next six weeks and would like to work even more days. My boss is now on my back regarding this as he has been emailed directly. She is a fantastic worker and a credit to our business, but I am not sure as to where to go from here as I cannot ease her workload. Can I terminate her contract due to the strenuous nature of the business or is this deemed unacceptable or even illegal as she believes that she is fine to carry on for the remaining six weeks that she intends too work? View full answer >

Answered by: Sandra Beale


I have applied for an opportunity to join a company that I have seen online. When contacted by the company, I understood that what they were offering was a franchising opportunity. I ended up paying the starting fee and attended a one-day training. So far I have not signed any contract and I do not have much information about what is included in the franchising contract. In their publicity they say they have a 6-month break clause. After researching more information about becoming a franchisee, I feel unsure about the type of business I have entered into and I’m not sure if I am legally protected and if I can stop these sort of agreement and get my money back. View full answer >

Answered by: Tom Bannister


I have been employed on a series of fixed-term contracts by my employer for seven years. During this time my salary was always externally funded. Last year I was informed that I'd been made permanent. Then the source of funding for my post ran out and I was told that I was at risk of redundancy. I had already informed my boss that I was pregnant. In the period of looking for alternative employment within the organisation a post was identified for me at a lower rate of pay. The organisation's redundancy policy had always allowed employees to retain their salary if the new job was worse paid (as long as this was in the same pay band - in this case it is), but I was told this would not apply as the new job is externally funded also (this is not mentioned in the policy). Now I am being told that my additional maternity pay (organisation's maternity pay) will be based on my new lower salary too. I thought because my statutory maternity pay would be based on my old pay (the qualifying period is based on my old salary) this would be the same for the organisation's pay. I do feel as if at every opportunity I am being short changed. Is this discriminatory? View full answer >

Answered by: Louise Taft

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