Equality, diversity and human rights
Are organisations legally obliged to carry out risk assessments? What happens if a complainant says they want to remain anonymous? The law relating to workplace harassment is complex and underwent significant changes in 2024, with further reforms expected to be introduced in October 2026 as part of the Employment Rights Act 2025.
Will the introduction of third-party harassment liability for employers lead to pub-goers being banned from discussing contentious subjects over a pint? And do employers really have little to fear from the risk of a tribunal claim in terms of ultimate compensation awards? Stephen Simpson sets out to bust some employment law myths.
Headlines were made - and both celebrations and protests were staged - when the Supreme Court ruled that the legal definition of a woman under the Equality Act 2010 is based on biological sex. Darren Newman explains the legal background and explores some of the practical implications for organisations.
Earlier this month, the Supreme Court ruled that the legal definition of a woman, according to the Equality Act 2010, is based on biological sex.
As diversity, equity and inclusion (DEI) initiatives come under increasing pressure owing to the changing political climate, Georgie Williams sets out some steps organisations can take to protect underrepresented workers.
Now that the annual deadline has passed, it is a good time to analyse your organisation's gender pay gap calculation in detail. Understanding your data is key to developing strategies to move forward and make progress.
The deadline for gender pay gap reporting has now passed and more than 10,000 organisations have shared information on their gender pay and bonus gaps. We report on the headline data and unearth some of the trends.
The Court of Appeal has been making the headlines after it found in Higgs v Farmor's School and others that a Christian school assistant's dismissal for social media posts expressing opposition to the ideas of transgenderism, gender fluidity and same-sex marriage was discriminatory. But did the headlines capture the essence of the court's ruling?
To help HR leaders develop their strategies to tackle the practical and cultural challenges of recent and upcoming additions to anti-harassment legislation, Brightmine and HR Grapevine convened a roundtable discussion. During the event, industry professionals shared the key issues they currently encounter in dealing with workplace harassment.
Following significant changes in autumn 2024, the Government's Employment Rights Act 2025 promises further reforms to the harassment laws, including the introduction of explicit new third-party harassment liability. Employment judge Tina Elliott looks at the history of third-party harassment law, the current position and the changes on the horizon.
Commentary and insights: HR and legal information and guidance relating to equality, diversity and human rights.