Personal legal expenses insurance could help you and your family with a number of legal issues, depending on what cover you have.
This site can help you learn about legal expenses insurance, how to get it, and how to use it if you have it.
See what we offer to our people
Legal expenses insurance can help you with a number of legal issues affecting your business.
News and analysis from our experts
Many brokers and law firms have chosen to partner with DAS.
Here you can find out why our partners choose us, and how you can join them.
We've now made it even easier for customers to make a claim. Here you can find out how.
It is the Women’s World Cup and the Lionesses have reached the quarter-finals, leaving fans across the country building with anticipation to see the team bring the World Cup home. England supporters will be desperate to watch the upcoming games as their hopes of glory come within touching distance.
However, due to the time difference, some games will be played during working hours in the UK. So, for fans longing to see the Lionesses’ journey while at work, what options do they have?
Simon Roberts, Solicitor at DAS Law, tells employees and employers what they need to know…
Whether you would be able to watch the World Cup during your working hours would depend on whether this has been agreed by your employer, especially if you are using a company device.
You have no legal right to watch sporting events during work time and if your employer refuses to allow you to watch any of the matches during working hours, there is little that you can do to challenge this from a legal perspective.
However, you may want to speak to your employer to see if you can negotiate time during the day when you may be able to watch the matches or have a TV in your workplace. If you feel that your employer is being unreasonable, you could raise a grievance outlining your issues.
If you were to falsely call in sick to watch the World Cup, your employer may take disciplinary action against you. This would be because you would have breached the implied terms in your contract of employment of mutual trust and confidence, and it may also be defined as an act of gross misconduct.
Depending on your employer’s disciplinary policy and the individual circumstances, this could result in a disciplinary action being issued, probably in the form of a written warning or worst case, a dismissal.
You do have the right to make a formal flexible working request as all employees have the legal right to request flexible working.
In order to be eligible, you must have worked continuously for the same employer for at least 26 weeks. However, note that if a flexible working request is granted by your employer, this would normally form a permanent change to your contract and is not temporary.
You can make one formal flexible working request every 12 months and your employer may decline the request if they have a genuine business reason to do so.
Generally, employers will have strict policies in place regarding the consumption of alcohol on work premises, even on licenced premises. However, when events occur such as charity events or in the case of the World Cup, an employer may use its discretion to relax these policies. There are no set rules surrounding drinking at work other than those set by the employer. However, you will be bound by the Licensing Act 2003 if you intend to sell alcohol.
Employers still owe a duty of care to their employees whilst at work so this should be taken into consideration when offering free or unlimited drinks. Should an employee injure themselves, they may be able to pursue a claim against the company for personal injury if they can evidence that their employer has been negligent. The employee will need to prove the employer has breached the duty of care and that any injuries suffered were foreseeable.
Should an employee misbehave or breach the company’s code of conduct, they may be subject to disciplinary action. When considering any potential disciplinary action or sanction being given to an employee, employers would have to take into consideration mitigating circumstances such as the provision of alcohol and the extent that this may have contributed to the employee’s actions.
Employers cannot change the working hours of employees without their consent as this would constitute a breach of contract. They would however be able to discuss the options with their employees to enable them to take time to watch the matches. Changes can be implemented with the agreement of both parties.
It is important not to jump to conclusions if staff members call in sick when matches are taking place. Employers should investigate the absence in a normal way. However, if it transpires that the sickness was not genuine, employers may be able to take disciplinary action.
A way of avoiding large amounts of sickness - which can be an impact to any business - would be to consider being flexible with regards to staff taking leave or allowing them time during the working day to watch matches.
There is no legal obligation for employers to accommodate last-minute requests for time off, especially if there is a policy in place for notice to be given to book any time off.
If you are planning on watching World Cup matches at work there are a number of important things to consider.
To mark International Stress Awareness Month, Sarah Garner takes a look at what the law says your employer needs to do about workplace stress.
When does the line between hilarious and harsh get crossed and can a prank turn into legal proceedings?
With National Apprenticeship Week here, we explain what employers need to consider regarding apprenticeship schemes and their legal obligations.
A party that is being held outside the workplace should still be treated as an extension of the office.
Has your employer discussed a Settlement Agreement or Compromise Agreement with you? DAS Law has helped thousands of people secure the financial settlements they deserve.
What happens if you can’t make it to work this week due to transport issues? Simon Roberts looks at some key legal facts.
What are an employer's obligations to employees when the weather gets too hot? Lewys Traylor gives the lowdown.
What is a Non-Disclosure Agreement? Ryan James from DAS Law takes an in-depth look.
Across the country the calls for employees to return to the workplace. Simon Roberts, Senior Associate, at DAS Law, looks at what you need to know.
Gillian Jenkins, Solicitor at DAS Law, explains what your rights are and how to take action.
Ryan James, a solicitor at DAS Law, takes an in-depth look at non-disclosure documents.