Office Romances

In this day and age, there is an increasing tendency to spend long hours in the office and therefore it is easy to see why personal relationships and not just friendships are forged in the workplace. There are no explicit laws governing such workplace relationships in the UK and although an employer is entitled to […]

Monitoring Employees in the Workplace

Nowadays employees have come to accept that monitoring in the workplace is a routine part of the employer/employee relationship.  Most employers will conduct some form of checks whether on the quality of work produced by their workforce or to ensure that health and safety regulations are being followed. Employers who wish to monitor their employees […]

Muslims and Employment Law in the UK

With Eid Al Fitr taking place this week we look at employment issues experienced by Muslims in the UK today. As early as 2014 the Office for National Statistics’ Labour Force Survey found that British Muslims faced the worst job discrimination of any minority group. Little has changed since then as The House of Commons […]

Pride not Prejudice – Preventing Transgender Discrimination in the Workplace

As Pride month approaches, our employment law team takes a look at transgender discrimination in the workplace and in particular what employers can do to avoid such behaviour. What is Transgender Discrimination? Transgender people are those whose personal identity or gender does not correspond with their sex at birth.  The discrimination and harassment of transgender […]

Gay Cakes – A case of Discrimination vs Religious Beliefs

The Northern Ireland Court of Appeal recently handed down its decision in the so-called ‘gay cake’ case, more properly known as Lee v Ashers Baking Company. This was an interesting example of how to treat conflicts between different types of discrimination – in this case discrimination on the grounds of sexual orientation vs. religious belief. […]

Gender Pay Reporting is on its way

Gender Pay Reporting regulations are due to come into force on 6 April 2017 and will apply to public and private sector employers with 250 or more employees. At the moment, the government is not concerned with forcing smaller employees to report their data but it looks as though they will be encouraged to do […]