If an employer requires staff to wear a uniform, what modifications should it consider to accommodate employees who practise different religions?
Can an employer have a dress code requiring female employees to wear a skirt?
Should a female Muslim employee be allowed to wear a veil or headscarf if she wishes to do so?
Can an employer have a policy that requires male employees to keep their hair short?
What can an employer do if an employee refuses to comply with a dress code?
Can an employer ban jewellery from the workplace?
Are companies required to provide a prayer room for staff?
Can an employee bring a pay discrimination claim on grounds other than sex?
Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?
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?
An employer must ensure that the requirements
specified for candidates' qualifications, experience, skills, etc are carefully
matched to the needs of the job. If a particular criterion or condition could
potentially have a disproportionate adverse impact on people with a particular protected characteristic, the employer should check whether it is genuinely necessary for the
effective performance of the job. For example, a requirement for candidates to hold a specific qualification from a UK institution could be indirect race discrimination as candidates of foreign nationality would be less likely to hold the qualification. The employer should consider whether it can justify the requirement or whether it could, for example, accept equivalent foreign qualifications.
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How can an employer ensure that its application forms are not discriminatory?
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?
Can an employee be dismissed for being a member of an extreme political party, for example the BNP?
Can an employer prevent employees from political campaigning at the workplace in support of a particular political party?
Can an employer prevent employees from displaying support for a particular political party at work, for example by wearing a badge or t-shirt?
Why should employers follow good practice in respect of religion and belief?