By David M. Martin
This useful briefing will make sure that employers don't fall foul of united kingdom legislations on age and all of the different anti-discrimination laws.In addition to intercourse and race discrimination legislation, within the final years employers have additionally needed to deal with sexual orientation discrimination, spiritual discrimination and age discrimination. David Martin, a professional on united kingdom employment legislation and perform, analyzes the sensible facets of facing all of the anti-discrimination legislation. He demonstrates easy methods to make sure that bureaucracy and platforms comply completely with the legislations and he presents a variety of precious case reviews to demonstrate the major concerns and produce them to lifestyles. All employers and their specialist advisers will locate David Martin's sensible procedure and transparent research of the way to conform with a few of the discrimination legislation priceless.
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Extra resources for Discrimination Law and Employment Issues (Thorogood Reports)
Following a change of rota she found she was down to work Sunday mornings and protested to no avail to this permanent change of her hours. This was found to be indirect religious discrimination. In Khan v G & J Spencer Group plc (t/a NIC Hygiene) Ltd, Khan is a Muslim who had asked his employer to use the whole of his 25 day’s annual leave for a pilgrimage to Mecca. The employer did not respond and Khan’s manager told him he should assume he could go. On his return he was found to have taken unauthorized leave and was dismissed.
G. ) B. g. some people can stand loud music, others cannot. The environments within which people work should be assessed and those working in areas felt to be potentially stressful should be specially advised, and if and when a woman states she is pregnant, she should be asked if she wishes to transfer elsewhere. The situation of a pregnant or new mother working within an environment which is ‘macho’, ‘rough’ or ‘tough’ or in any way violent, needs to be assessed very carefully with specific guidance depending on individual problems and risks.
THOROGOOD PROFESSIONAL INSIGHTS 36 D I S C R I M I N AT I O N L AW A N D E M P L O Y M E N T I S S U E S g) extending paid leave for adopting couples in line with those for maternity/paternity. It has also been proposed that paternity leave should increase from one or two weeks to as much as 27-28 weeks – with half being paid and the remainder unpaid. Whilst that proposal is fairly straightforward, the initiative is delayed since it is required to allow mothers and fathers to exchange unwanted parts of each leave between them which could create a major administrative problem for employers.