OUR BLOG 

 
Below are a number of posts containing useful tips and insights from the Directors of Auxil Limited, acknowledged industry experts and trusted advisors in the fields of Health & Safety and Human Resources, which will hopefully trigger some thoughts or ideas. 
 
Why not join the conversation? We would love to hear your views… 

Posts tagged “Employment Law”

Many business owners recognise that equal opportunity in employment is important and any act of discrimination is unlawful. They also recognise that dignity at work and ensuring that everyone is treated with respect are important aspects of working life. To assist businesses to achieve these outcomes we have put together information below. 
 
Companies need to ensure that no employee or job applicant receives less favourable facilities or treatment on grounds of sex, disability, race, colour, nationality, ethnic origin, national origins, religion or belief, age, gender reassignment, pregnancy, maternity, sexual orientation, or someone is married or in a civil partnership or are placed at a disadvantage by imposed conditions, requirements or practices which cannot be shown to be justified. These are known as "protected characteristics". 
 
In addition, businesses should avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Candidates for employment or promotion should be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. 
 
To help further it is important to understand and consider the definitions of unlawful discrimination: 
A recent case of unfair dismissal was upheld and caught our eye because of comments concerning the lack of knowledge of employment law and good practice of the company directors involved. 
 
Leicester Employment Tribunal heard that Lancaster & Duke is an employment agency but a relatively small business with two directors. Vicky Wileman was a recruitment manager at the firm but had been dismissed in September 2016 for ‘gross misconduct’. Her behaviour was described as that of a ‘playground bully’. 
 
Nevertheless, she had her claim for unfair dismissal upheld and was awarded £7,684.34 in damages. 

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