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- Date:
- 10 August 2022
- Type:
- Commentary and insights
Two recent high-profile rulings have something important to say about direct religion or belief discrimination. However, both deal with a controversial topic - how an employer should deal with an employee who does not accept its approach to trans rights - so it is easy to miss that lying behind the controversy an important legal principle is being fought over, says consultant editor Darren Newman.
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- Type:
- Leading practice guides
A guide that explains the main stages of the journey through which employers progress as their approach to equality, diversity and inclusion matures.
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- Type:
- Leading practice guides
Leading practice guide considering the principles that underpin an inclusive workplace in respect of religion and belief.
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- Type:
- Employment law cases
In Reilly v RT Management Bridgeton Ltd, an employment tribunal held that a line manager's failure to address an employee's request to have a sanitary waste disposal bin placed in the staff toilet because she was "the only female of menstruating age who used the toilet" constituted sex discrimination.
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- Type:
- Policies and procedures
A model policy to set out the rights of staff affected by menstrual symptoms and explain the support available to them.
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- Type:
- How to
Practical guidance on creating a culture that provides psychological safety for employees, including by promoting constructive dialogue and destigmatising failure.
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- Date:
- 21 June 2022
- Type:
- Commentary and insights
UK employers have rushed to source Ukrainian talent displaced by war, keen to help them rebuild their lives, as well as access their skills in a tight labour market. Could this usher in a fairer future for all refugees, writes Mursal Hedayat?
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- Type:
- Training
A quiz for line managers to test their knowledge on supporting employees through the menopause.
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- Type:
- Letters and forms
A model tailored adjustments plan for an employee experiencing menopausal symptoms.
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- Date:
- 6 May 2022
- Type:
- Commentary and insights
Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.