Returning to work and flexible working

The right to request flexible working from an employer has existed since 2003 – it is not a guaranteed right to a flexible arrangement, but simply the right to ask an employer to put one in place. There is also the right to request such an arrangement for another of the child’s carers
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Maternity rights in employment

There are a number of different aspects to the maternity rights that are extended to pregnant women in the workplace, from the action that should be taken by an employer once he or she is notified of a pregnancy, to entitlements to maternity leave and pay.  Whilst there are some gener
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Health and safety for pregnant women in the workplace

General risk assessment   Since the Management of Health and Safety at Work Regulations 1999 came into force, there is a duty on employers to generally assess their workplace to identify any risks to the women of ‘childbearing age’ in their company.  ‘Childbearing age’ is a wide
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Pregnancy or maternity discrimination

Pregnancy or maternity discrimination is a specific type of discrimination, which is made unlawful by the Equality Act 2010 (the ‘EA’) (and before that the Sex Discrimination Act 1975). It is separate and distinct from a claim for sex discrimination.   The EA covers discriminatio
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Executive Dismissal

Where a director or executive has been dismissed from his or her position, there are a number of potential scenarios in which compensation can be sought.   Wrongful dismissal   A director or executive can take action for wrongful dismissal where a) he or she has been dismiss
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Sexual-orientation discrimination in good and services

Discrimination at work on the basis of sexual orientation was first dealt with by theEmployment Equality (Sexual Orientation) Regulations 2003, which made this unlawful. This has now been absorbed into the provisions of the Equality Act 2010 (‘EA’), which provides protection for lesbi
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Sexual Orientation Discrimination in Goods, Facilities & Services

The right to not be discriminated against because of sexual orientation has been extended (since 2007) from an employment situation to the provision of goods, services and facilities. Because society today operates very much on a heterosexual basis, the clear beneficiaries of this leg
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Race discrimination

The Equality Act 2010 (the ‘EA’) covers race discrimination at work. It is a combination of years of former statutes that have been designed to prevent this kind of discrimination, including the Race Relations Act 1976, the Race Relations Amendment Act 2000 and the Race Relations Act
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Gender reassignment discrimination

Thanks to the Gender Recognition Act 2004, anyone who has made a positive move to permanently change gender will have the same rights as anyone else of the new gender to which that person is changing. In addition to this, there is specific protection for those going through the gender
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Religious discrimination

The Equality Act 2010 (‘EA’) governs protection from religious discrimination.When it was enacted in 2010, the EA consolidated all previous legislation that related to religious discrimination, including the Employment Equality (Religion or Belief) Regulations 2003, which put the EC E
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