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Discrimination, Bullying and Harassment

Discrimination, Bullying and Harassment

Employers are under a duty to provide a safe working environment free from discrimination, bullying and harassment. An employer should also not do anything to breach the duty of trust and confidence and provide redress from grievances. Failure to do so can render the employer and individuals within the business liable.

It can be tricky for employers to deal with issues of bullying, harassment or discrimination as employers may have to decide which employee is telling the truth. Discrimination is also largely subjective. There is often little direct evidence and it can be difficult to compel colleagues to provide evidence for fear of reprisals. Managers must be able to recognise and address forms of discrimination, bullying and harassment.

If an employer fails to provide redress or to take steps to protect an employee’s health then this can often lead to litigation. Employers have clear duties under the Equality Act 2010.

We can advise you in respect of your responsibilities, any specific issues which arise and how you may be able to minimise any escalation and risk of an employment tribunal claim. Alternatively we can advise you on any employment tribunal proceedings, if one or more of your employees issues a claim.

If you would like to discuss any issues, please contact us. 

 

Redundancy vs Furlough

Emily Yeardley
  • Posted
  • Author

Some employers took steps to make workers redundant prior to the government’s Coronavirus Job Retention Scheme (CJRS). Others are still making redundancies irrespective of the CJRS due to the uncertainties that remain or because they cannot afford to...

Coronavirus Job Retention Scheme (CJRS)

Emily Yeardley
  • Posted
  • Author

The Government’s further guidance on the Coronavirus Job Retention Scheme sets out who will be eligible to use the scheme and answers some questions on how it will operate.  Who can use the retention scheme? All UK employers, including...