Welcome To Our Blog

This will be the place to find all breaking news and updates from Thompsons and personal injury litigation in general.

Being given a diagnosis of cancer can be completely devastating for the individual involved and their family. During an already emotional and stressful time, worrying about undergoing treatment and how to tell family and friends, matters such as finances and employment should be the least of your worries. However, unfortunately many employers are still not offering the appropriate support to people with cancer, leaving them with little choice but to leave employment or put their health and recovery at risk.

Legal systems and processes are under almost constant review as competing interests are picked up or put to the side by different governments. In recent years a number of reforms in the UK have been framed as addressing the “compensation culture” or making the court process simpler and more efficient.  However, the reality is that some of these measures risk eroding access to justice for those with genuine injuries, rather than making the process simpler.

A Glasgow employment tribunal has this week published a judgement which indicates that the Police Force is operating at minimum safety levels due to financial constraints.  Fiona Mair raised a successful action for indirect sex discrimination after Police Scotland rejected her application for a flexible working pattern which was to allow her to look after her son.  This application was refused as if she moved to another shift it meant there would be an extra officer on shift over and above basic staffing levels.  Ms Mair, who was a long –serving officer, required to resign as a result of being moved to a night shift pattern in 2014.  The employment tribunal judge found that Police Scotland’s refusal was disproportionate as Ms Mair had requested a relatively minor adjustment.

It is becoming a common problem for tenants in rented properties to suffer from mould and dampness in the property with little done by their landlord to rectify the issue. Properties in the UK can be more susceptible to dampness and mould due to the colder climate, wet weather and age of property.

The Scottish Government has recently published its response to the Consultation on the Law of Succession. The Scottish Law Commission previously reviewed the law, and made several recommendations for reform.

With Brexit on the horizon and Austerity continuing, despite what the chancellor says, businesses and local authorities continue to tighten their belts. This means workers are expected to do more for the same pay. In some sectors two jobs are becoming one and employees are expected to just “get on with it” and be grateful they have a job. It is no surprise that work related stress is on the rise. Unison’s recent report found that three quarters of Scots felt unable to deal with stress at work in the last year and one third of those had suicidal thoughts as a result. This is unacceptable. Employers and shareholders reap the benefits of cutting staff to the bare minimum and the benefits brought by technology and in doing so push staff to breaking point, and beyond.

Just over two months ago, compensatory pay outs in relation to concussive head injuries in American Football reached a high of $500million. The NFL, the sport’s governing body, accepted a settlement five years ago in which they agreed to compensate players who have become victims of degenerative brain illnesses which are believed to have been caused by head injuries sustained while playing the sport. This came after years of pressure from unions and former players arguing that the concussions they regularly suffered during their career are the direct reason long-term deteriorative conditions like dementia have become so prevalent among them and their old teammates.

Today and tomorrow a record 8000 women across Glasgow will take strike action in their continuing fight against Glasgow City Council for Equal Pay.

These women, supported by their trades unions Unison & GMB Scotland, have been fighting for equal pay for over a decade.

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