HR Articles

Brain fog has been in the news lately because of its association with Long Covid and the menopause. But what is brain fog and how should employers support staff suffering from it?  

A Tribunal has ruled that a fear of catching COVID-19 is not a protected belief under the Equality Act following a UK worker’s claim that she had been discriminated against by her employer after she refused to attend work on health and safety grounds during the pandemic.

Monica Atwal, Managing Partner at Clarkslegal publishes in Governance and Compliance Magazine on the UK's Gender Pay Gap - the reporting system is falling short, but what can employers do? 

As a result of the COVID-19 pandemic, many employers are now looking at bringing their work force back to the workplace and contemplating different flexible working patterns. In doing so, it is paramount that employers are carefully considering and monitoring any such flexible working patterns to ensure that women are not disproportionally affected which may result in indirect discrimination claims. 

Monica Atwal writes why tackling the gender pay gap involves more than just reporting. Employers must go further and develop action plans if they are serious about addressing their gaps.

CIPD is calling on employers to break the workplace taboo and provide better support for working women.

Due to the impact of the coronavirus pandemic, employers were given a six month extension for publishing their gender pay gap information for 2020/2021.   

The Government confirmed enforcement action for failing to report (or providing inaccurate information) would be suspended until 5 October 2021, meaning employers have until 4 October 2021 to publish their information.  This date is fast approaching and so employers need to ensure they are ready.

A few months on from the landmark Supreme Court decision in the Asda equal pay claim, workers at Tesco have received a favorable judgment from the Court of Justice of the European Union (CJEU) in their own equal pay case.  

Workers philosophical beliefs are protected but can amount to discrimination or harassment in the workplace for asserting beliefs that are considered offensive.

The case of Allay (UK) Ltd v Gehlen, is a stark warning to employers not to rely on ‘stale’ or ‘ineffective’ equal opportunities and anti-harassment training as a defence to claims of unlawful discrimination.