Harassment is a form of unlawful discrimination and can include behaviour that individuals find offensive even if it’s not directed at them, and even if they do not have the relevant protected characteristics themselves. It is important for an employer to be able to recognise harassment in the workplace to reduce the risk of an employee lodging an employment tribunal claim against them. Therefore it is in every employer’s interest to promote a safe, healthy and fair environment in which people can work in.
Under the Equality Act 2010, it is common practice for an employer to be held vicariously liable for discriminatory acts that their employees commit during ‘the course of employment’. Imposing strict liability on employers encourages them to maintain standards of “good practice” by their employees.
It is always recommended that notifying your employer be done in writing at least 15 weeks before your baby is due. If this is not possible, for example because you did not realise you were pregnant, you should inform your employer as soon as possible.
All employees have a right to 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave, making 52 weeks in total.
£60,000 has been awarded to a transgender victim of workplace discrimination.
Subject to discrimination from the owners and Directors of the business, our client faced derogatory comments and was refused access to the female toilets due to her birth gender being male.
The days of tattoos being considered as a form of expression favoured by specific subcultures and social groups are gone, as throughout western society body art and modification has become a part of everyday life.
According to research cited by the British Association of Dermatologists, one in five people in Britain now has a tattoo. Despite this, employers have widely failed to keep up with changing attitudes.
Christmas is almost upon us, as are the much awaited office Christmas parties. Whilst no one wants to be the office scrooge and detract away from the positivity of such an event, employers should be aware of their potential liabilities and consider the management of such an event with great care.
Under the Equality Act 2010, employers can be held vicariously liable for any acts of sexual harassment committed by their employees during the course of their employment, including any events outside the working day such as office Christmas parties (which are considered as an extension of the office environment). This applies regardless of whether the acts are done with the employer’s knowledge or approval.
After being subjected to years of racist abuse and discrimination, a firearms officer who guarded Tony Blair and members of the Royal Family has been awarded compensation of £457,000.
PC Nadeem Saddique had been unable to return to the force after a long-running battle with his employers, Cleveland Police.
Research by the charity MacMillian has revealed that one in five people diagnosed with cancer experience discrimination at work.
The survey of 1,000 cancer patients who were still in work when diagnosed found that nearly a fifth (18%) of those returning to employment said they faced discrimination from their employer or colleagues. Others added that they felt guilty for having to take time off work for medical appointments, while 15% said they went back to work before they felt ready.
According to the findings of the Workingmums Annual Survey, almost 20% of working mothers have been forced to leave their jobs because their request for flexible working has been denied.
In addition to flexible working hours, other barriers highlighted as hindering their career progression and development included the high cost of childcare. The survey of 2,000 women reported that half of mothers currently on maternity leave believe high childcare costs could inhibit them from returning to work.