Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.

Frequently asked questions by topic

Now In: Equal opportunities > Policies and monitoring
Matched 13 items.

Navigate the FAQ service by selecting topics and subtopics, by searching or by browsing recent FAQs. >more

Back to topics

What are the benefits to employers in adopting an equal opportunities policy?

How can an employer improve its equal opportunities record?

Is it lawful for an employer to dismiss a complaint of harassment or bullying from an employee who is thought to be "over-sensitive"?

Can employers be held liable for harassment that takes place during a work-related social event?

Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?

If a business client harasses an employee, is the employer liable?

Can an employer be liable for harassment of an employee by other employees because he or she is gay?

Are employers required to monitor their employees' sexual orientation?

Can an employer be liable for harassment of an employee by other employees because of his or her religion or belief?

Are employers required to monitor their employees' religions and beliefs?

How can employers avoid allegations of unfair and/or discriminatory treatment when allowing employees to take time off to watch football?

Employers are unlikely to be in a position to grant all requests for time off or annual leave to watch football. A large number of employees may request time off to watch key matches and these requests will compete with other holiday requests. The needs of the business must take precedence and employers will have to ensure that they deal with competing requests fairly. Employers should deal with requests for annual leave in the same way as they deal with requests for leave during other periods of high demand, such as during school holidays or the Christmas period.

Employees who consider that they have been treated unfairly may pursue a grievance. Employees may also claim that they have been subjected to unlawful discrimination (for example because of their sex, race or age) where the employer does not grant a request for time off. To avoid allegations of unfair and/or discriminatory treatment when either granting time off or allowing employees to take annual leave to watch matches, employers need to consider all requests fairly and consistently and not favour a particular group.

Employers should not discriminate when deciding for which matches to grant time off. If time off is to be granted to watch key England matches, it should also be granted to watch key matches involving other nations so that employees of different nationalities can follow their team. If an employer adopts a policy of allowing employees time off to watch World Cup matches, it should also consider requests for time off to watch other key events that might be enjoyed by employees from different racial or age groups and women (for example the Wimbledon tennis tournament).

Want to see more?

Log In

XpertHR provides answers to more than 1,000 FAQs. But that's not all - book a demo today to find out how we can immediately benefit your business

Compliance

Keep on the right side of employment law

Good Practice

Engage your people to achieve your objectives

Benchmarking

Measure, monitor and match best practices

Book
a Demo

What "positive action" is permitted under discrimination legislation?

Where an employer follows the statutory retirement procedure in dismissing an employee, can the dismissal attract a discrimination claim?