This a significant problem for businesses. Accusations alone can have severe economic consequences due to its stigma.
Inappropriate reactions based on fear of making mistakes are common. Therefore, seeking timely and experienced advice is crucial. Recognizing and addressing unlawful discrimination is complex and occasionally requires both firmness and sensitivity. Our extensive experience includes handling various forms of discrimination, including a landmark disability discrimination case in 1996 that set a precedent in the Court of Appeal. Discrimination disputes commonly begin with a grievance or disciplinary process and escalate to employment tribunal litigation. We advise on how best to deal with discrimination claims at an early stage and throughout. It can get complicated, for example, where an employee is being disciplined and half way through the disciplinary process, the employee alleges discrimination against her line manager.
Request a callThis can mean making sure staff are well trained and supported. Our input can include:
A person is protected against being treated less favourably than another person based on:
The most obvious and typical kind of discrimination. An example of this is when a woman is not recruited for a job because she indicated at the interview that she intended starting a family soon.
This is where someone suffers detrimental treatment because they have made a discrimination complaint or brought a discrimination claim or because they have helped someone else to do so.
Where an organisation has a policy which has a disproportionate impact on a particular group of employees. For example, if an employer has an informal policy that everyone works till 6pm, this could have a disproportionate impact on women with childcare responsibilities.
There is a duty on employers to make reasonable adjustments in the workplace for disabled employees.
Harassment is unwanted conduct which is related to a protected characteristic which has the purpose or effect of either violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. This could include sexual or anti-gay “banter”.
If you are looking for employment law advice for individual we can help. We will respond quickly to all enquiries.
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