Employment law now recognises nine “protected characteristics” (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation). It is unlawful to discriminate (directly or indirectly), harass or victimise any person because of a protected characteristic.
Employers must be vigilant about protecting employees and workers from discrimination and must also take seriously their legal responsibility to promote fairness and equal opportunities in the workplace. Discrimination claims represent the most costly litigation to businesses and awards of compensation for successful claimants are uncapped.
We advise all of our clients to put in place a comprehensive equal opportunity policy. We also offer training and seminars (free to our HR Retainer Service clients) to help with the implementation and monitoring of the policy. We help clients manage these sensitive issues when they arise in the workplace.
As with most issues, discrimination disputes and tribunal claims can be avoided by reducing the risk of unlawful conduct arising in the workplace. This can be achieved by educating employees on what amounts to acceptable and unacceptable behaviour in the workplace.
We produce tailored employment contracts or where suitable, amend existing employment contracts, to ensure our clients are both compliant with their legal obligations and in the best possible position to avoid disputes later down the line.
Spearing Waite's employment law specialists will take time to understand your business, its culture, and your objectives before advising on and producing a handbook that will become an indispensible tool in the day-to-day running of your organisation.
The Spearing Waite HR Retainer Service gives businesses expert legal and support to help them deal with employment law and HR issues as and when they arise. The HR Retainer gives clients confidence that we are on hand to help with all their people-related queries, from advertising and recruitment through to dismissals and post-termination disputes.
Dismissals need to be implemented in accordance with the requirements of employment legislation. Spearing Waite's employment law experts provide advice and assistance that is compliant with the employment law framework, but which prioritises our clients’ interests, maximises their flexibility and eliminates the risk of any costly mistakes.
Spearing Waite's employment lawyers have a wealth of experience in assisting and advising businesses on redundancy and restructuring exercises. Whether the decision comes from a financial requirement to downsize or a cultural need to re-organise, we can provide support and practical solutions which make even the most complex of situations seem possible.
TUPE protects employees' terms and conditions when a business is transferred from one owner to another. This can be in a conventional business sale as a going concern, the transfer of part of a business, or in a service provision change situation. Spearing Waite's employment lawyers provide expert advice on the employment law implications of business sales and purchases.
Contact Spearing Waite’s employment law specialists for expert advice on diversity & discrimination.
Contact the team below, or call +44 (0)116 262 4225