If an employer requires staff to wear a uniform, what modifications should it consider to accommodate employees who practise different religions?
How can an employer ensure that line managers draw up a shortlist for a position without unlawfully discriminating against applicants?
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?
How can an employer ensure that its application forms are not discriminatory?
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.
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?
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