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- Type:
- Leading practice guides
We look at how to attract people with disabilities to the organisation and making the application, interview and selection processes inclusive for disabled candidates.
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- Type:
- Leading practice guides
We examine how to create a safe, fulfilling and inclusive workplace for disabled employees during the whole employee lifecycle.
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- Type:
- Leading practice guides
We explore how to approach reasonable adjustments for disabled employees to enable them to perform to the best of their ability.
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- Type:
- Leading practice guides
We discuss how to evaluate the success of your strategies to attract and retain disabled employees.
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- Date:
- 7 October 2022
- Type:
- Employment law cases
We look at three cases dealing with issues around discrimination and whistleblowing, arising from the coronavirus (COVID-19) pandemic.
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- Date:
- 4 October 2022
- Type:
- Podcasts and webinars
Jen Rooney, disability inclusion specialist and founder of The Wellbeing Tortoise, explores why employers need to understand and embrace the human case for reasonable adjustments to cultivate inclusive workplaces.
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- Date:
- 29 September 2022
- Type:
- Employment law cases
We look at three recent employment tribunal decisions concerning dress and jewellery codes that led to successful employment tribunal claims for religious discrimination and unfair constructive dismissal.
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- Date:
- 20 July 2022
- Type:
- Employment law cases
In Reilly v RT Management Bridgeton Ltd, an employment tribunal held that a line manager's failure to address an employee's request to have a sanitary waste disposal bin placed in the staff toilet because she was "the only female of menstruating age who used the toilet" constituted sex discrimination.
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- Date:
- 5 July 2022
- Type:
- Employment law cases
In Burke v Turning Point Scotland, an employment tribunal found that an employee with long COVID was disabled under the Equality Act 2010.
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- Date:
- 6 May 2022
- Type:
- Commentary and insights
Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.