Most of the time employers, especially high profile ones such as Barclays bank, would settle a sex discrimination claim like this rather than allow it to proceed to Tribunal and suffer the subsequent negative publicity, especially as they were fairly sure to lose this one as it is clear sexual harassment and quite embarrassing toContinue reading “Barclays bank loses sex discrimination case after manager called female staff ‘birds’”
Author Archives: Peter - 186hr
Happy New Year, my wish is for capitalism to evolve and become kinder. Here’s my idea.
2024 was a good year for 186hr. The thing we are most proud of is that our success enabled us once again to donate many thousands of pounds to charity. Each year we give 10% of turnover to 3 fabulous charities, but as a small company clearly this won’t change the world. Imagine though ifContinue reading “Happy New Year, my wish is for capitalism to evolve and become kinder. Here’s my idea.”
Indirect discrimination often catches employers out, leading to some huge claims. Do you know how to avoid it?
Even the legal definition of indirect discrimination hints that it is the silent assassin of employment law. Organisations are often not even aware they may be discriminating. The definition begins by stating that such discrimination is often ‘an apparently neutral practice ….’ i.e. on the face of it the practice seems harmless. However, it isContinue reading “Indirect discrimination often catches employers out, leading to some huge claims. Do you know how to avoid it?”
Knowing the difference between discrimination and Victimisation is so important for employers
Most organisations have a section on Victimisation in their disciplinary policy stating that it is gross misconduct, but then don’t recognise Victimisation when it happens. This can be a tricky and costly error. Similarly, Claimants often are not aware they have been Victimised until their solicitor gives them the happy news that they can increaseContinue reading “Knowing the difference between discrimination and Victimisation is so important for employers”
We all know about race and sex, what other types of discrimination do employers need to be aware of?
There are several. People often site religion, which is a good answer although it is included under race. An example of ‘banter’ that crosses the line would be repeatedly asking a colleague of certain faiths if they would like a bacon sandwich. Nationality is also covered under race. Harassment due to sexual orientation is oftenContinue reading “We all know about race and sex, what other types of discrimination do employers need to be aware of?”
Which will cost you more, calling someone a Scottish **** or a Geordie ****?
Nationality is included in the legal definition of race discrimination so the Scottish insult is likely to be a bigger claim. However, although regions of the UK are not included in the definition please don’t use this as an excuse to start abusing all Geordies, Scousers and Brummies! That is still likely to be classedContinue reading “Which will cost you more, calling someone a Scottish **** or a Geordie ****?”
What classes as harassment or discrimination at work?
A short answer to this important question would be ‘treating someone less favourably in a way that relates to a ‘protected characteristic’ such as their race, sex, sexual orientation etc.’ Don’t worry about the difference between the 2 terms, that is more for lawyers. For employers, the key is to recognise and then tackle behavioursContinue reading “What classes as harassment or discrimination at work?”
How can employers protect themselves against claims for harassment or discrimination?
Recent press articles suggest the bar is incredibly low for what constitutes harassment or discrimination at work. Take the recent case where an organisation lost a tribunal for sexual harassment supposedly because the boss didn’t say good morning to a female colleague when he did to male staff. Whereas such headlines are worrying for employers,Continue reading “How can employers protect themselves against claims for harassment or discrimination?”
New law means responsible employers must train their employees on how to avoid sexually harassing others.
Effective 26th October, the law now requires employers to take ‘all reasonable steps’ to prevent sexual harassment in the workplace. Although the wording is similar to the previous phraseology, those 3 new words ‘all reasonable steps’ means it will now be significantly harder for organisations to defend claims, even if they don’t believe they haveContinue reading “New law means responsible employers must train their employees on how to avoid sexually harassing others.”
Have you ever made a joke about male drivers in the workplace?
From 26th October this year the law on sex discrimination changed, and now requires employers to take ‘all reasonable steps’ to prevent sexual harassment in the workplace. This is a significant change and businesses really do need to take it seriously, especially with sex discrimination awards currently averaging £36,607 at tribunal in addition toContinue reading “Have you ever made a joke about male drivers in the workplace?”