Discrimination Harassment & Bullying

Discrimination Harassment & Bullying – Employee

It is unlawful to discriminate against people in relation to their employment. There are various grounds on which discrimination claims are based. These are discrimination on the grounds of sex, age, race, disability, sexual orientation, sexuality,  religion or belief. We are experienced in advising on and bringing such claims.

Sex Discrimination

Sex discrimination is classified by The Equality Act 2010 and prohibits direct & indirect sex discrimination, sexual harassment and victimisation in the workplace. It protects both potential job applicants and those already in employment under a contract of employment, a contract of apprenticeship or a contract personally to carry out the work – if you require any further information please contact us on 0800 088 6280.

Age Discrimination

The Equality Act 2010 prohibits direct age discrimination, indirect age discrimination and age harassment in the workplace. It also prohibits victimisation in the workplace against employees who have taken steps under the Act.

Race Discrimination

The Equality Act 2010 prohibits discrimination both direct and indirect and harassment in the workplace in respect of race (which includes colour, nationality, ethnic origins and national origins). It also prohibits victimisation against job applicants and employees who have taken steps under the legislation.

The Equality Act 2010 protects both job applicants and those “in employment” under a contract of employment, a contract of apprenticeship or a contract personally to do work.

Disability Discrimination

The Equality Act 2010, prohibits direct &  indirect disability discrimination, discrimination arising from disability, disability harassment and victimisation in the workplace. It also puts employers under a duty to make reasonable adjustments for disabled employees and job applicants who are placed at a substantial disadvantage because of their disabilities.

The definition of “disabled”

A person (P) has a disability if P has a physical or mental impairment, and the impairment has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities.  Some conditions are automatically within the definition of disabled and these are:

  • Blindness, severe sight impairment, sight impairment and partial sightedness.
  • Severe disfigurements, with the exception of unremoved tattoos and piercings
  • Cancer, HIV infection and multiple sclerosis

The Equality Act 2010 protects a wide range of individuals within the field of employment, occupation and vocational training against disability discrimination, harassment and victimisation. It protects both job applicants and those “in employment” under a contract of employment, a contract of apprenticeship or a contract personally to do work

Discrimination because of sexual orientation, or sexuality

The Equality Act 2010 protects a wide range of individuals within the field of employment, occupation and vocational training against sexual orientation and sexuality discrimination, harassment and victimisation. It protects both job applicants and those “in employment” under a contract of employment, a contract of apprenticeship or a contract personally to do work.

Disability because of religion or belief.

The Equality Act 2010 protects a wide range of individuals within the field of employment, occupation and vocational training against religion or belief discrimination, harassment and victimisation. It protects both job applicants and those “in employment” under a contract of employment, a contract of apprenticeship or a contract personally to do work

Definition of religion or belief

“Religion or belief” is defined as follows:

  • “Religion” means any religion, and a reference to religion includes a reference to a lack of religion.
  • “Belief” means any religious or philosophical belief and a reference to belief includes a reference to a lack of belief.

If an employee discriminates against or harasses another, the employer will also be liable unless it has taken reasonable steps to prevent such conduct from taking place. The employee who commits the discriminatory act may also be liable.

Discrimination Harassment & Bullying – further information

If you feel you have been discriminated against, bullied or suffered harassment in the workplace as experienced employment solicitors we can advise you please contact us as soon as possible.

For further information on how our Employment Law Team can help you, call Rothera Sharp today on Nottingham 0800 088 6280 or send us an email to enquiries@rotherasharp.co.uk