Can a heterosexual employee bring a harassment claim on the basis that he or she is offended by regular homophobic banter between colleagues?
Do employers have to provide survivors' pension benefits to same-sex partners?
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?
If the pension scheme provides survivors' pension benefits to unmarried partners of the opposite sex, it must also provide survivors' pension benefits to unmarried same-sex partners, whether or not they are registered civil partners. Registered civil partners must be treated in the same way as spouses in relation to benefits accrued from 5 December 2005. Survivors' pension benefits can be limited to married partners and registered civil partners only. Employers with non-contracted-out schemes do not have to equalise benefits that relate to service prior to 5 December 2005 where these benefits were limited to married people before that date. Changes made to the rules relating to contracted-out schemes, which came into effect at the same time as the Civil Partnership Act 2004, mean, however, that contracted-out schemes must equalise benefits based on contracted-out rights accrued from 6 April 1988.
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?
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?
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