Although a lot has been done to prevent discrimination in the workplace, it still happens. A recent study showed that more than a third of all British adults experienced some form of workplace discrimination or discrimination when job hunting.
Discrimination can take many forms – from being passed over for a promotion to unequal pay. Some people are treated differently by employers based on their personalities or characteristics.
However, under UK law, it is illegal for any employer to discriminate against anyone based on age, sex, religion, race, sexual orientation, disability, or gender change. (There’s more – speak to us if you suspect you are being discriminated against in the workplace.)
The gender pay gap in the UK also remains among the highest in the European Union. The Equal Pay Act, now part of the Equality Act of 2010, has done a lot to simplify and strengthen the law, but still, women earn less than men.
Our experienced employment solicitors at Robertsons Solicitors know about the Equal Pay Act, discrimination in the workplace and the various forms it could take. We can help you take legal action and help you find justice. Discrimination ends where action begins! You can also think about challenging discrimination in the workplace.
We believe that all organisations should have equal opportunities and anti-harassment policies but that employers should do even more. They should proactively tackle workplace discrimination and create a safe working environment for all. Let us help you call out unacceptable behaviour and eradicate discrimination where you work.
It may be legal to pay, say, a woman more for similar work if:
· She is better qualified; her skills are crucial to the job, and she was hard to recruit.
· She lives in a city with a higher cost of living than her counterpart.
· She works a night shift, and the employer can prove that they can only cover night shifts by paying more.
Please note that getting paid more must have nothing to do with someone’s sex.
An employer should be transparent and open with their staff about payment and contractual terms and conditions. It is good practice from an employer to have an equal pay policy, have job descriptions that accurately describe what people do, and be consistent when deciding on salaries.
Sometime ‘instincts’ might be discriminatory. To stay on the right side of the law, an employers selection criteria must be objective, and requirements must be justified.
For instance, an employer cannot assume that a woman can’t work a forklift or that a particular man is unsuitable for administrative work. An employer should keep complete records of criteria and processes and their relevance to candidates, including details as to why they made such a decision.
You can, but it might not be easy. (You can also bring a discrimination case if you weren’t offered a job because of discrimination.)
Should you already be employed, you should start by lodging a grievance. At Robertsons Solicitors, we are committed to helping victims of discrimination. We can use the terms of the Equality Act to your advantage and get you protection and reasonable adjustments to your pay or employment conditions.
An experienced solicitor can be a great advantage in a hazardous discrimination case, and it is not something to tackle on your own. Please contact us to schedule a confidential appointment to discuss your case.
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