Author: Laaibah Bhatti

That time of year is upon us when pollen levels have increased and hay fever season is here.

Recent studies show that nearly one in five people in the UK suffer from hay fever and have taken time off from their workplace due to their symptoms. This could indefinitely be affecting productivity levels for workplaces in the UK.

So what can you do to look after your employees and ensure your workplace creates an environment that minimises the symptoms of hay fever?

• Keep windows in the offices closed as this adds the benefit of keeping the pollen out of the office, ultimately relieving some symptoms.

• Keep the office clean and free from dust as much as you can.

• Inform employees on the weather forecast for information about pollen count levels and advise them to avoid going outdoors when the pollen count is Medium or High.

• Avoid keeping indoor plants in the office as they release pollen and can trigger many individuals.

At Aston Bond, we believe supporting employees with hay fever is a crucial aspect of creating an inclusive and productive workplace.  

For any employment queries please contact imardarescu@astonbond.co.uk, our head of employment here at Aston Bond.

The use of e-cigarettes, or vaping, has increased in popularity over recent years. Where does this leave employers and what approach should they take to vaping at work rules?

By making yourself aware of the guidelines in place, employers can communicate a clear policy to all employees.

What the law says

Smoking tobacco products in an enclosed space was outlawed in the summer 2007 (via the Health Act 2006), a ruling which led to a ban on smoking in offices, schools, and any other place that fell under the umbrella of this law.

However, the situation for vaping is different.

The use of e-cigarettes is not (currently) covered by this law, as they don’t burn any ingredients like a traditional cigarette does, and as the name suggests, vapes produce vapour, not smoke.

There have been recently numerous reports however on the potential (and largely as yet unknown) risks of vaping.  Recent studies have shown that vaping is not as innocuous as people were at first led to believe.  Further research is being carried out but it may be the case that it will be a while until we have a full picture.

In addition, concerns over passively inhaling the vapour that vaping creates have not yet been researched but this is no doubt only a matter of time.

Employers have a general duty of health and safety to all employees equally. Whilst it is largely accepted that vapes are a useful tool to aid smokers to stop smoking, this should be balanced out against all staff.  For instance, some employees may suffer from conditions such as asthma which would make even passively inhaling vapour riskier.

Bearing the above in mind, a clear policy to employees will stand employers in good stead and provide clarity for all.

Employers vaping policy

An employer may allow employees who vape, to do so indoors. If that is the decision, a designated room may be the answer. 

However, this is not necessarily advisable and all health and safety issues should be considered so that all employees are protected.  To avoid any future problems, it is undoubtedly safer to ask employees to vape outside in a designated area where possible. This may indirectly aid those whose intention with vaping is to ultimately “stop smoking”.

Importantly, vaping is still unlawful for anyone under the age of 18 and employers should be supporting this by ensuring vaping does not take place anywhere near where children or young teens are present.

Ultimately, it is imperative that any rules are considered in light of the individual workplace and then communicated clearly to all staff.

Vaping etiquette at work

Employees should always be encouraged to vape considerately.  For instance, vapers could use a discreet vape device with minimal vapour and to save vaping for designated break times only – similar to smokers.  Wherever they vape, vapers should be aware of their surroundings.

Vaping at work can be a tricky road to navigate, especially when many people are still unfamiliar with what an e-cigarette actually is, or unsure about how it works.

For advice on specific issues such as vaping at work, please contact Ilinca Mardarescu (Head of Employment) at imardarescu@astonbond.co.uk or call 01753 486777

Many teachers across thousands of schools in England have been going on strike to raise their thoughts over disputes relating to pay. Teacher strikes can have a significant impact on both employees and employers so we’ve put together a simple guide explaining your rights.

Here are some ways that teacher strikes can affect employers and employees:

1. Disruption of work: Teacher strikes can disrupt the normal functioning of schools, which can in turn impact employees. For example, if teachers go on strike, students may not attend school, which could affect parents’ ability to work.
2. Financial losses: If schools are closed due to a teacher strike, it can result in financial losses for employers. This is because parents may have to take time off work to care for their children, thereby affecting productivity at a crucial time.
3. Difficulty finding substitute teachers: During a teacher strike, it can be difficult to find substitute teachers to fill in for the striking teachers. This can make it challenging for schools to continue operating and can also be a burden on employees (and thereby employers) who may have to scramble to find alternative solutions.

Taking time off

If your child’s school is closed, or your normal childcare arrangements are disrupted due to an emergency, you have a statutory right as an employee to take unpaid time off to look after your child.

There are no time limits on how much time you can take off, but it should be a “reasonable” amount and employers should try to be flexible.

If an employer refuses your request, it must justify the reasons why.

Whether you get paid to take time off work is down to your employer

You should check if your employer has a specific policy in your contract that allows paid leave for emergencies. Most strike action is announced in advance and your employer may therefore expect you to have other arrangements already in place.

Other options to consider include asking to take the time off under your paid annual holiday allowance. Alternatively, ask your employer if there are other arrangements it can put in place, such as enabling you to work from home or swap shifts.

Communicate with your employer

If you are planning on requesting unpaid or paid leave due to a childcare emergency, you should let your employer know as soon as possible. Set out why you haven’t been able to make alternative childcare arrangements and what arrangements could be made to mitigate your time off work.

Overall, teacher strikes can have a range of effects on employers, and it is important for employers to be prepared for these potential impacts and to have strategies in place for managing them. For more information please contact Head of employment on imardarescu@astonbond.co.uk or 01753 486777.