Skip to main content

Equality & Diversity

An employee says she was racially harassed by a senior manager, and submits a lengthy grievance. An ex-employee brings an Employment Tribunal claim, saying he was forced to resign by a colleague who told him his sexual orientation offended his religion.

Your Board asks whether you have conducted an equal pay audit, and if not whether you should. You need to overhaul your diversity policies and training programmes.

Who do you turn to?

Our team has unrivalled strength in depth in advising on all issues related to equality and diversity, which include some of the most important and challenging on the HR and legal agenda today. These include:

  • Employment Tribunal litigation for discrimination based on sex (including equal pay), pregnancy / maternity, race, disability, age, religion or belief, sexual orientation, or gender reassignment, and associated claims for harassment and victimisation
  • Advice on any issue with an equality / diversity angle, such as handling the exit of a persistent poor performer with a suspected disability, complex grievances, and redundancy dismissals impacting maternity leavers
  • Advice on “family friendly” matters: policies on maternity, paternity, adoption and shared parental leave and pay; requests for flexible working; time off for dependants; and issues around surrogacy and IVF
  • Equal pay is gaining a higher profile, as Tribunals have new powers to order equal pay audits, and mandatory gender pay gap reporting comes into effect. In addition to our experience in dealing with complex equal pay disputes, we help clients conduct equal pay reviews and audits and manage the associated (and significant) legal risks, and can assist in complying with pay gap reporting obligations
  • Our dedicated training team is experienced in conducting manager training on equal opportunities, diversity, family rights and flexible working, and training for all staff on their equality obligations. This can have an exclusively UK focus, or where desired we can make this relevant for cross-border workforces

Related items

Maternity leave and pay

21 April 2021

The law recognises employees on maternity leave as being particularly vulnerable and gives them special protection. As a result, employers need to be careful to make sure they comply with their legal obligations in this area.

Flexible working - the right to ask

21 April 2021

Employees seeking a better balance between the demands of work and personal life may seek a change in their working arrangements – for example, through part-time working, job-sharing or a change in working hours.

Family rights

21 April 2021

Employees who have parental responsibility for a child are afforded certain legal rights in order to protect and support their role as parents.

Gender Pay Gap

UK: Equal Pay: UK Supreme Court Allows Asda Employees To Make Equal Pay Comparison. Lucy Lewis writes for Mondaq

09 April 2021

The UK Supreme Court has confirmed that Asda's retail staff can compare themselves to higher-paid distribution depot staff for the purposes of an equal pay claim. This article explains.

Checklist

A right royal checklist for the workplace

31 March 2021

The royal family’s recent diversity review has put the importance of workplace diversity and inclusion initiatives in the spotlight. But what are the best tools for achieving lasting change in this area?

Ethnicity pay gap

Ethnicity pay gap reporting: new legislation looks unlikely after report by Commission on Race and Ethnic Disparities

31 March 2021

Ethnicity pay gap reporting should be voluntary, according to a new report published by the Commission on Race and Ethnic Disparities.

Workplace bullying

Lewis Silkin participate in Law Society LGBT+ podcast on bullying and harassment

25 February 2021

Two members of Lewis Silkin’s Diversity Board discuss issues faced by the LGBT+ community.

Gender Pay Gap

Gender pay gap reporting – six-month deadline extension announced

25 February 2021

Employers must report their gender pay gap statistics relating to the “snapshot date” of 5 April 2020, but they now have until 4 October 2021 to do so following an extension of the deadline due to the impact of Covid-19.

Back To Top