Posts Tagged With 'Discrimination'

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Five things employers should be doing for mental health in 2020

Five things employers should be doing for mental health in 2020

In an era where people are finding it increasingly tough to switch off and unwind, such a change in pace for society can have a detrimental effect on wellbeing.

Supporting trans colleagues in the workplace

Supporting trans colleagues in the workplace

It is certainly the case that, until relatively recently, trans people have been ‘hidden away’, with many masking their true gender identity for fear of recrimination.

New Acas guidance – Age discrimination for employers

New Acas guidance – Age discrimination for employers

Acas has published new guidance on age discrimination for employers. Age discrimination at work – treating someone unfairly because of age – is against the law apart from in very limited circumstances...

Brexit and Employment Law update

Brexit and Employment Law update

July 2018 has seen many memorable headlines, however Brexit continues to dominate the news, with the current state of affairs appearing somewhat, shall we say, uncertain...

New Acas Guidance – The 2018 World Cup and Religion or Belief Discrimination

New Acas Guidance – The 2018 World Cup and Religion or Belief Discrimination

Acas has released two new guides on The 2018 World Cup and Religion or Belief Discrimination...

Dress codes in the workplace

Dress codes in the workplace

HR Professionals may recall the highly publicised case from 2016 of Nicola Thorp, a 27 year old receptionist working as a temp via an agency, Portico, for PricewaterhouseCoopers. Part of the Portico formal dress code was for women to wear high heels. When Nicola turned up to work in flat...

New Vento Bands

New Vento Bands

Compensation for awards in discrimination is unlimited and will normally include a sum to represent financial losses (both past and future) and an award for injury to feelings. Injury to feelings are based on Vento guidelines, and these sums are subject to regular inflationary increases...

#MeToo and Beyond – Time to take Sexual Harassment Allegations Seriously (Part 2)

#MeToo and Beyond – Time to take Sexual Harassment Allegations Seriously (Part 2)

In Part 1 of this blog, we discussed the fact that employers are vicariously liable for employees’ actions ‘in the course of employment’, and that this definition can be very wide. We looked at examples, and noted that employers need to be able to demonstrate they have taken ‘all reasonable...

New Employment Tribunal Statistics Published

New Employment Tribunal Statistics Published

The Ministry of Justice has published the provisional tribunal statistics for October to December 2017.

Gender Pay Gap Reporting – The clock is ticking

Gender Pay Gap Reporting – The clock is ticking

The deadline for private and voluntary sector employers who had 250 or more employees on 5 April 2017 to publish their gender pay gap information is rapidly approaching...

10 steps to fairly manage disciplinary issues

10 steps to fairly manage disciplinary issues

Most employers will, at some stage, have to deal with misconduct by employees. When doing so, it is important to ensure that a fair procedure is followed. It is also important to act consistently and reasonably in relation to any action that is taken...

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

The #MeToo movement has not increased incidents of sexual harassment, but it may well increase reporting of inappropriate behaviour in the workplace as employees feel more empowered to speak out. It is important for employers to handle situations sensitively and professionally...