Our team of legal experts can assist with all aspects of discrimination in the workplace, as set out by the Equality Act 2010. This legislation is instrumental in promoting diversity and equality in the workplace and ensuring that all employees receive fair treatment, without discrimination. Our legal team can provide advice and help with any cases where discrimination has occurred, or where an employee is making a claim.
We can also assist with managing requests and ensuring legislation is complied with at all times. Examples of discrimination in the workplace include gender, race, age, religion, sex, sexual orientation, disability, pregnancy/maternity and marriage/civil partnership.
For more information about our employment law services please call us on +44 (0)20 3475 6751 or email email@example.com
More information about discrimination in the workplace
The Equality Act 2010 legislates against discrimination in the workplace and ensures that any employees with “protected characteristics” doesn’t receive unfair treatment.
The named protected characteristics include:
- Sexual orientation
- Gender reassignment
- Marital status
The legislation provides protection for a wide group of individuals including:
- Employees and job applicants
- Agency and contract workers
- Police officers and those applying to join the police
- Partners (including an LLP) and those applying to become partners
- Trainee advocates and barristers
As can be seen from this list, you don’t need to be in a position in order to receive the protection. In many cases the legislation extends to cover individuals who are applying for the job or role.
There are four defined types of discrimination covered by this legislation (although this increases to six when you factor in disability discrimination). These four primary types are:
- Direct discrimination. This is when less favourable treatment is received because of a protected characteristic.
- Indirect discrimination. This is when a provision, criterion or practice (PCP) is introduced which creates a particular disadvantage for a group of individuals who have a protected characteristic, and may also target a specific person. There may be a defence against indirect discrimination if the PCP can be justified objectively. In order to do this, the employer must be able to demonstrate it is a reasonable measure which is proportionate and has been introduced to achieve a legitimate outcome
- Harassment relating to the protected characteristic
- Victimising an individual because they have either raised, or helped someone else to raise, a complaint relating to discrimination.
The application of the legislation may not always be clear-cut and may become a contentious issue. Whether you are an employer defending a claim of discrimination, or you have been discriminated against yourself, we can help.
YOUR EMPLOYMENT LAW TEAM
Acted for an associate in the banking sector who was discriminated against because of their background, and settled for a year’s worth of salary and a bonus
Advised a client in the research sector who was being harassed by their manager, and helped expose systemic abuse within the workplace
WHY CARTER BOND
Unlike many law firms when we say partner or barrister led, we mean partner or barrister led. When clients work with us, they get constant access to the lead on their instruction. Yes, we have a team of solicitors and juniors for some of the groundwork and necessary research required by our clients, but this is when it makes financial sense to the client for us to do this. We provide constant contact at no extra cost as part of our service as most of our lawyers have their own business, so they know first-hand how important having a proactive, responsible and trusted partner on their side can be. And also how to work to a financial budget, and the way that legal decisions impact the wider organisation, which often requires balancing risks and competing interests.
Many ask us ‘what’s different about you?’ and we like to reply, ‘because we go the extra mile’. We see our work as building and maintaining good business relationships rather than just earning fees. How we do this is by keeping in constant contact with our clients and intermediaries. From pre to post instruction we ensure that our clients are informed of all legal issues that may impact their business and therefore lives. That is why we provide daily or weekly updates to ALL of our clients whether there is anything to tell them or not (we don’t charge for this we just see it as part of our service). We like our clients to rest peacefully knowing that when we are instructed, and we say ‘we will take it from here’ they know we mean it.
City quality, outer City fees
The world is changing, and many individuals are realising that lifestyle is as vital to them as is income. We are the lucky ones who can hand pick lawyers who can provide the best quality advice but at outer city costs. Our offices are in North West London which may not be the most salubrious in the market but at the same time this allows us to charge our clients for what they pay for, our advice NOT our office space.
ALL our lawyers have previously worked in large city-based law firms and continue to practise and offer the same high level service they provided to clients in the City but without the pressure and demands often dictated by City law firm. This allows us to be competitive on our fees without compromising our service.
All in all, our clients win, which is the way we like it.
Our knowledge and resources are yours
All our clients benefit from the same high level of care and attention whether the instruction is big or small. At the outset of each matter, we discuss the entire process with our clients, including the costs, potential outcomes and issues associated. This is to ensure clients are fully aware, knowledgeable and are in control always. Supporting and ensuring we provide the highest level of services, we offer our constant contact process with the partner or barrister leading your file, a document log in for matters which are for larger and more complicated instructions and on-going support post transaction should our clients require it. Our aim is not just to get the work done, but to make our clients’ lives easier as we do it, which is why we ensure that our clients have regular access to the resources they need from us.
“No nonsense approach, commercially astute and pragmatic, a “can do” attitude which sadly I find to be a rare quality in many Solicitors today.”
“Very thorough and highly competent.”
“Something that could have taken months took days.”
“They went well over and above.”
“Detail-orientated and highly knowledgeable.”
“In a rapidly changing environment having a proactive team of solicitors is absolutely essential.”
“A fantastic company.”
“They really understand the importance and urgency of the matters they are dealing with.”
“They gave me great advice and were able to support me throughout all stages of the transaction. Thank you!”
Winter is here & so is the snow.
Airports, motorways and sidewalks are slippery, icy or closed.
So, do I have to go to work?
In the unfortunate event that you must dismiss an employee for misconduct or poor performance, there are certain steps and measures to be followed in order to avoid the risk of disputes and litigation.
GET IN TOUCH
For more information, or to discuss your requirements, please contact our team on +44(0) 20 3475 6751 or firstname.lastname@example.org