Discrimination in the Workplace
It is unawful to discriminate against employees or potential employees on the grounds of what are known as 'protected characteristics'. These include:
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race and/or Nationality
- Religion or Philosophical Belief
- Sexual Orientation
If you have been discriminated against in the workplace it's vital to act quickly. You have 3 months from the most recent incident to raise a claim against your employeer. Fill out our online enquiry form or contact us on 0141 552 9193 .
Age Discrimination at Work
The Employment Equality (Age) Regulations 2006 cover all employees and workers of any age, protecting them from age discrimination including partners of firms, contract workers and anyone in vocational training.
The law relating to this is complex. All aspects of employment (or prospective employment) are protected from age discrimination, including recruitment, employment terms and conditions, promotions, transfers, dismissals and training.
There is no statutory upper age limit on the right to claim unfair dismissal or to receive redundancy payments. The default retirement age is 65, making compulsory retirement below 65 unlawful unless objectively justified. In addition, all employees have the right to request to work beyond 65 or any other retirement age set by the organisation and employers must give such requests consideration.
The Glasgow Law Practice is a firm of solicitors who provide specialist employment law and age discrimination advice. We can guide employers on how to avoid any difficulties in relation to age discrimination. We also advise employees who feel they have been discriminated against.
We offer fixed rate packages so you know exactly how much you will pay at the outset. For more information, fill out our online enquiry form opposite or contact us on 0141 552 9193 .
Disability Discrimination at Work
It is unlawful to discriminate against employees because of a physical or mental disability or to fail to make reasonable adjustments to accommodate an employee with a disability. Employers must also make reasonable adjustments to enable disabled workers to give of their best in the workplace.
The Disability Discrimination Act 1995 aims to provide protection from discrimination in a range of areas, including in employment and occupation. This means that employers:
- must not directly discriminate against you because of your disability
- must make reasonable adjustments in the recruitment and employment of disabled people. This can include, for example, adjustments to recruitment and selection procedures, to terms and conditions of employment, to working arrangements and physical changes to the premises or equipment.
If an employee has a disability, an employer has a duty to consider what reasonable adjustments can be made in the workplace or for interview to assist. This could be as simple as providing an adequate, ergonomic chair or a power-assisted piece of equipment. Reasonable adjustments also include re-deploying an employee to a different type of work.
The Glasgow Law Practice is a firm of solicitors who provide specialist employment law advice. We can guide employers on how to avoid any difficulties in relation to disability discrimination. We also advise employees who feel they have been discriminated against.
We offer fixed rate packages so you know exactly how much you will pay at the outset. For more information, fill out our online enquiry form or contact us on 0141 552 9193 .
Racial Discrimination at Work
Race discrimination occurs when a person is treated less favourably on grounds of race, colour, nationality, ethnic or national origin. It covers all terms and conditions of employment – and actions by an employer from recruitment to pay, and training to the termination of a contract.
The law relating to this is complex. Just because something applies to all employees, it doesn’t mean it is not discriminatory. A 'provision, criterion or practice' which disproportionately disadvantages workers of a particular racial group compared to another could well amount to discrimination if the employer cannot show this is a proportionate means of achieving a legitimate aim.
It is unlawful to discriminate against a job-seeker, worker or trainee on grounds of race, colour, nationality, and ethnic or national origins. Employers should ensure they have policies in place which are designed to prevent discrimination in:
- recruitment and selection
- determining pay
- training and development
- selection for promotion
- discipline and grievances
- countering bullying and harassment
The Glasgow Law Practice is a firm of solicitors who provide specialist employment law advice. We can guide employers on how to avoid any difficulties in relation to race discrimination. We also advise employees who feel they have been discriminated against.
Contact the Glasgow Law Practice
We are Glasgow Solicitors providing advice on all aspects of Employment Law in Glasgow. Call us today on 0141 552 9193 , use our online enquiry form opposite or call into one of our offices. There’s no obligation. Our employment solicitors will respond to your queries quickly and confidentially.