EMPLOYMENT LAW for business

Employers should ensure no one is treated less favourably, harassed or victimised because of their:

  • Age
  • Disability
  • Gender Reassignment
  • Marriage & Civil Partnership status
  • Pregnancy & maternity
  • Race
  • Religion or Belief
  • Sex or Sexual Orientation

(“the protected characteristics”).

If a discrimination case succeeds the compensation monies are uncapped. Therefore employers may find they pay a hefty fine for not having the correct policies and monitoring procedures in place.

Types of discrimination

  1. Direct discrimination: This is where an employee or worker or prospective employee or worker is treated less favourably because of their protected characteristic e.g. an Asian woman with more experience is passed over for promotion, and her male colleague with less experience is promoted.
  2. Indirect discrimination: This is where a provision, criterion or practice (usually a policy) applicable to everyone, but which causes disadvantage to one group over another, and there is no objective justification for it. For example changing shift patterns which causes female workers problems managing their childcare responsibilities.
  3. Failure to make reasonable adjustments: The Equality Act 2010 imposes a duty on employers to make reasonable adjustments for disabled employees and workers. This duty is comprised of three specific requirements:
    • Where a provision, criterion or practice (usually a policy) of an employer puts a disabled person at a disadvantage in comparison with persons who are not disabled, that employer must take reasonable steps to avoid that disadvantage.
    • Where a physical feature puts a disabled person at a disadvantage in comparison with persons who are not disabled, that employer must take reasonable steps to avoid that disadvantage.
    • Where a disabled person would be put at a substantial disadvantage in comparison with persons who are not disabled but for the provision of an auxiliary aid, the employer must take reasonable steps to provide that aid.

      A failure by an employer to comply with any of the above requirements is a failure to make reasonable adjustments and so an act of disability discrimination.

  4. Harassment: In general terms this is unwanted conduct which has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This can be bullying which is violent or obvious as well as teasing, nicknames, jokes, or other behavior which is not done with malicious intent, but which is upsetting.
  5. Discrimination arising from disability: An employer should not treat a disabled person unfavourably because of something arising from their disability. This means that an act by an employer who dismisses a disabled employee following disability related sickness absence could be discriminatory.  
  6. Victimisation: This is where a person receives less favourable treatment compared to others because they have either brought (or given evidence in) an Employment Tribunal, or raised a grievance alleging discrimination in relation to the protected characteristics.  

Is there a qualifying service requirement for a discrimination claim?

An employee or worker does not require a qualifying service to bring a claim for discrimination on protected characteristics.

Am I responsible for the acts of my employees in a discrimination claim?

The Equality Act 2010 also provides for ‘vicarious liability’ provisions, making an employer responsible for the acts of their employees.

Behaviours out of work such as the Christmas party or away days can give rise to claims against an employer as well as personally against the perpetrator(s).

Can I do anything to avoid a discrimination claim?

Providing that you can show a tribunal that you have taken all reasonable steps to prevent your employees and workers from conducting themselves in a manner which would amount to discrimination (see above), you would be able to rely on this as a defence.

You will only succeed in this defence if you have equality and diversity, grievance and equal opportunity policies in place and you ensure that management receive equality and diversity training (ideally every 12 months).

What are the remedies for a discrimination claim?

If an employee or worker succeeds in a claim for discrimination, the Employment Tribunal has the power to order the payment of compensation. The award would normally comprise of two elements: injury to feelings and loss of earnings.

Further the Employment Tribunal has the jurisdiction to award damages for personal injury and make recommendations that an employer takes specific action, within a specified period.

How can we help?  

We are discrimination experts so if you are dealing with discrimination allegations and would like retained support and advice, through our myHR service, which means that –

  • You can ring us for advice when dealing with a discrimination matter and we will provide you with practical and legal advice;
  • We will update any relevant policies (if required);
  • We will provide any related training (if required);
  • We will help you draft related letters;
  • We will be there if you need a face-to-face meeting;
  • We will ensure you are able to defend, an unreasonable and vexatious, discrimination claim.  

Call a member of the team for a free telephone consultation on 01133504030 or complete the contact form.

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