Can a heterosexual employee bring a harassment claim on the basis that he or she is offended by regular homophobic banter between colleagues?
If a third party harasses an employee, will his or her employer be liable for the third party's actions under the Equality Act 2010?
Can an employer restrict a job to people of a particular sexual orientation?
What "positive action" is permitted under discrimination legislation?
Do employers have to provide survivors' pension benefits to same-sex partners?
Can an employer be liable for harassment of an employee by other employees because he or she is gay?
Can an employer and/or its employees be liable for harassment on the grounds of sexual orientation where the harassers are mistaken about their victim's sexuality?
Under the Equality Act 2010, can an employee bring a claim for harassment where the unwanted conduct is not directed at him or her?
What issues should employers take into account if inviting employees' partners to a work-related social event?
Are employers required to monitor their employees' sexual orientation?
Can an employee bring a pay discrimination claim on grounds other than sex?
In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?
In specifying the requirements for a job, what steps can an employer take to ensure that it is not liable to claims of indirect discrimination?
How can an employer ensure that its application forms are not discriminatory?
Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?
How can an employer ensure that line managers draw up a shortlist for a position without unlawfully discriminating against applicants?
By comparing each application with the employee specification to establish whether, on paper, the
person has the type of background that is necessary or desirable for the job,
the manager will minimise the risk of bias on grounds of gender, race or age (or
any other irrelevant factor). Personal information such as the applicant's name,
sex, marital or civil partnership status, sexual orientation, nationality,
country of birth, religion and age should not form part of the process.
XpertHR provides answers to more than 1,000 FAQs. But that's not all...
Request a demo today to find out how XpertHR can benefit your organisation
Can an employer be held liable if an unsuccessful applicant provides evidence that he or she may have been discriminated against during an interview?
Does an unsuccessful job applicant require concrete evidence to prove that he or she was discriminated against?
Does a generic induction day suffice for all new recruits?
Does the Equality Act 2010 outlaw associative discrimination?