Employers may need to restructure or make someone redundant to survive financially, but there must still be a fair process with reasonable steps in place.

Employers need to justify their reason for dismissing an employee and follow a fair process before making their decision to let someone go.

Being bullied or harassed in the workplace will often affect your health and performance. However it looks, it is never okay.

Sexual harassment is viewed objectively, considering whether the conduct was unwelcome or offensive, from the perspective of the complainant.

The person who is harassing the employee doesn’t have to intend for it to be racial harassment, it depends on how the employee is affected.

The 90 day trial clause is not bulletproof. If it is not used correctly, employees can still raise a personal grievance for an unjustified dismissal.

A probationary period is different to a trial period and may be used to trial an employee in a new position within the same company.

An employer not dealing with an issue raised, where the issue makes it harder for the employee to perform their job or duties properly.

Forced Resignations / Constructive Dismissals occur when an employer places an employee in a situation where they have no option but to resign.

An exit package, also known as a settlement agreement or severance package, is an agreement that you will resign in return for payment or benefits.

A disciplinary meeting is a formal meeting between an employer and an employee that forms part of an investigation into employee conduct.

Exploitation of migrant workers can take many forms, such as serious underpayment of wages and unpaid overtime.