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#Discrimination

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?  

Brain fog and unlawful discrimination risks: An employer’s guide

16

Mar

2022

Brain fog and unlawful discrimination risks: An employer’s guide

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?  

#Discrimination

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.

Employee’s fear of catching Covid-19 was not a philosophical belief

31

Dec

2021

Employee’s fear of catching Covid-19 was not a philosophical belief

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.

#Discrimination

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? 

Gender Pay Gap - Monica Atwal in Governance and Compliance

22

Dec

2021

Gender Pay Gap - Monica Atwal in Governance and Compliance

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? 

#Discrimination

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. 

The childcare burden: How employers and tribunals can take notice

22

Oct

2021

The childcare burden: How employers and tribunals can take notice

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. 

#Discrimination

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.

Gender pay gap – Monica Atwal writes for Personnel Today

20

Oct

2021

Gender pay gap – Monica Atwal writes for Personnel Today

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.

#Discrimination

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

Menopause matters: How businesses can tackle the taboo

19

Oct

2021

Menopause matters: How businesses can tackle the taboo

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

#Discrimination

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.

Gender pay gap reporting due this October

21

Sep

2021

Gender pay gap reporting due this October

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.

#Discrimination

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.  

Tesco workers in equal pay case receive boost from European Court

8

Jul

2021

Tesco workers in equal pay case receive boost from European Court

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.  

#Discrimination

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

Caution of asserting offensive beliefs in the workplace

11

Jun

2021

Caution of asserting offensive beliefs in the workplace

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

#Discrimination

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. 

‘Stale’ equalities training no defence to race claim

18

Feb

2021

‘Stale’ equalities training no defence to race claim

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. 

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