Equal opportunities and equality and diversity – of all kinds – have been in the spotlight recently. It’s vital that employers get it right – and that employees know theirs.
If you’re an employer, we’ll help you get up to date with the law, making sure your grievance procedures are fair and efficient, your harassment policies are watertight, and your recruitment practices are genuinely accessible.
We can also talk you through discrimination – both direct and indirect – and the protected characteristics that you need to be aware of. We’ll help you create an anti-bullying culture, explain whistleblowers’ rights, and make sure that nobody is victimised for making a complaint.
If you’re an individual, concerned that you’ve been discriminated against, or unfairly dismissed, we’ll offer a good, impartial view and sound advice. We’ll explain how the law protects you against discrimination, and what protection you have if you’re a part-time or fixed-term worker.
In April 2018, Gender Pay Gap reporting became mandatory for organisations with over 250 employees. We can work with you to collate your report, advising on what narrative should sit alongside it, and giving you pointers for improvement.
You might not be aware of your Gender Pay Gap. Even if you comply with equal pay legislation, your workforce might still be concerned. The first step to identify any Gender Pay Gap is to carry out an audit, compiling a report. You’ll then need to look at what action to take – whether that’s conducting a benchmarking exercise or raising the issue elsewhere.
We can help:
Capital has advised us on a range of issues of employment law. Their awareness of our business means they can suggest practical, workable solutions to issues as they arise. Their advice is clear and easy to understand.