How can an employer hope to keep up and comply with the constantly evolving myriad of employment law requirements relating
to, for example: maternity, paternity and adoption leave; flexible working rights; holiday, sickness and compassionate leave
entitlements; sex, sexual orientation, race, religion, disability and age discrimination; trade union membership rights and
anti-blacklisting laws; protection for whistle-blowers; working hours and minimum wages; agency workers; data protection and
privacy; transfer of undertakings regulations; disciplinary and grievance procedures; bullying and harassment?
Even if it can keep up, how does even the most conscientious employer ensure that no staff member transgresses?
Employment disputes cost organisations an enormous amount in management time and defence costs. However good an organisation’s
human resources practices and procedures, the risks cannot be eliminated. Chubb’s state-of-the-art Employment Practices Liability
policy provides broad cover for organisations and their directors and staff against accusations of violating employment rights.
Our EPL policy
Our EPL policy provides broad cover against employment related claims