"Hospitality was great – Course content very relevant and thought provoking. Given me lots of ideas on how to manage poor performance."

Yvonne Jackon, Rotherham Hospice

"Very informative; very good advice on performance review section. Shows how important they are"

Chris Moriarty, Gilder Group Ltd

"Overall excellent, gives you some confidence that performance managing does not have to be skated around"

Scott Bonsall,, Gilder Group Ltd

"Excellent course, well presented."

Andy Cuthill, Cambridge Water

"The procedures to follow were explained very clearly. There was good discussion and clear advice."

Arches Housing, Manager

"Very informative, answered all my questions clearly” and “Clear, concise and friendly"

Forum Café Bars Ltd, Line Managers

"I was unable to find a public course on this topic which fulfilled my needs. The bespoke course was just what I needed."

Rebecca Buck, Press Association, HR Manager

"Very clear and concise practical session. The case studies were a good way of getting the message across."

Sue Senior, School Trends Ltd, Training and Development Manager

"Informal and relaxed. Opportunity to discuss the issues we were specifically dealing with"

Jillian Corbett, Target Housing

Our training is designed to empower your managers to operate within the law to drive the better performance of your organisation.

As experienced trainers, we understand that style of delivery is just as important as legal content. Death by Powerpoint is not our thing. Through the use of case studies, practical explanations and interactive discussion, we allow time and space for delegates to discuss real life issues and ask questions in a comfortable, relaxed environment.

Our bespoke approach to training means that we can design a course to suit your particular needs, people and policies. In doing so, we can also address the issues which arise in your sector or organisation and use case studies which are based on real life scenarios. We are happy to travel to you to provide the training, which is cost effective for you too. We give a fixed cost for all our training which includes materials and a certificate of achievement for the managers to take away.

Popular topics we train on include:

  • Conducting disciplinary and grievance investigations
  • Equality and diversity in the workplace
  • Equal pay audits and gender pay reporting
  • Effective management of poor performance
  • Tackling sickness absence
  • Employee use of social media
  • Handling breakdowns in working relationships
  • Recruitment and selection
  • Conducting workplace consultations
  • Appearing as a witness in the Employment Tribunal

Please get in touch to discuss your training requirements.

At Taylor&Emmet we believe that everyone should be treated equally. Not only does the firm oppose all forms of unlawful and unfair discrimination but we are actively committed to eliminating discrimination and encouraging equality and diversity in our workplace through our own policies and procedures.

We particularly recognise the difficulties which many disabled people face in employment or when accessing our services. We therefore offer a wide range of services to support, advise and where necessary litigate on behalf of disabled people who have suffered the effects of discrimination

T&E Equality - Discrimination law

The services we provide which aim to advise and support disabled people include the following:

  • Advice and support for people who are facing discrimination at work or who have been dismissed as a result of discrimination
  • Probate services for disabled clients

T&E Equality - Case studies

Disability discrimination – right to access education

We advised a mother about her son’s right to access education under the Equality Act 2010 and the reasonable adjustments that his school should make for him as a result of his disability. The school agreed to make the adjustments and the he was able return to education without the need to issue legal proceedings.


Disability discrimination - failure to make reasonable adjustments

We recently acted for an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented the client at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied on disability related absence when they took the decision to make her redundant.


Sexual orientation discrimination - harassment at work

We have also recently pursued a claim in the Employment Tribunal on behalf of a client who was harassed on the grounds of sexual orientation. Despite being heterosexual he was subjected to homophobic bullying and the Tribunal agreed that not only had he been unfairly dismissed but that he had also been the victim of work place bullying on the grounds of sexual orientation.

Discrimination happens when your employer treats you less favourably than another employee because of a “protected characteristic”.

The Equality Act 2010 came into force on 1 October 2010 and unified the law on discrimination. Under the Equality Act, there are four main types of discrimination which are covered (direct discrimination, indirect discrimination, harassment and victimisation), and nine protected characteristics to which the Equality Act applies (age, disability, marriage and civil partnership, gender reassignment, pregnancy and maternity, race, religion or belief, sex or sexual orientation).

There are two further types of discrimination which relate to disabled employees, which could occur if your employer fails to make reasonable adjustments to accommodate your disability or treats you less favourably because of a reason arising from your disability.

If you have received less favourable treatment at work due to any of the above protected characteristics, it is likely that you have been discriminated against. It doesn’t matter if the protected characteristic does not apply to you, the law can now also help you if a family member, friend or co-worker possesses the characteristic, but you suffer less favourable treatment as a result (for example, you receive less favourable treatment because your son is homosexual).

Case Studies

Case studies

Disability discrimination - failure to make reasonable adjustments

We recently acted for an employee who was made redundant because of a disability after over 20 years’ service with her employer. We represented the client at a Tribunal hearing where we were successful in getting a Judgment not only of unfair dismissal but also of discrimination relating to her disability and failure to make reasonable adjustments because her employer relied disability related absence when they took the decision to make her redundant.

Sexual orientation discrimination - harassment at work

We have also recently pursued a claim in the Employment Tribunal on behalf of a client who was harassed on the grounds of sexual orientation. Despite being heterosexual he was subjected to homophobic bullying and the Tribunal agreed that not only had he been unfairly dismissed but that he had also been the victim of work place bullying on the grounds of sexual orientation.

Examples of discrimination at work

Examples of discrimination at work

Direct Discrimination

This occurs if you are treated less favourably because you possess one of the protected characteristics. For example, if you were not offered for a job because of your age, it is likely that you will have suffered direct age discrimination.

Indirect Discrimination

Indirect discrimination occurs when a provision, criterion or practice (working condition or rule) places you at a disadvantage compared to other employees who do not have the same protected characteristic. For example, it could be indirect sex discrimination against a woman for an employer to insist that all employees must work full time rotating shift patterns, as statistically more women than men have childcare responsibilities and have to work part time or regular hours. .

Such discrimination is likely to be unlawful unless your employer can show it was justified.

Harassment

This is unwanted conduct of a physical or verbal nature which has the effect or purpose of creating an offensive, degrading or intimidating atmosphere, which typically humiliates or injures the target of the harassment. Even if the comments aimed at you were not intended to make you feel harassed, if it had this effect then you could potentially have a claim. Such behaviour is prohibited in the workplace, but an employer’s duty not to allow harassment of employees can also extend to social occasions, such as the office Christmas party, or to harassment by third parties such as customers or suppliers. Harassment covers examples such as racial abuse, or unwanted sexual advances.

Victimisation

Victimisation is treating an employee less favourably than others because they have made, or intend to make, a complaint about discrimination. This could cover, for example, your employer subjecting you to unfair disciplinary proceedings as a result of raising a grievance about less favourable treatment because of your race.

Disability Discrimination – Failure to Make Reasonable Adjustments

You could be disabled for the purpose of the Equality Act 2010 if you have a physical or mental impairment which has a substantial and long term adverse effect on your ability to carry out your normal day to day activities. If you have HIV, cancer or multiple sclerosis, or certain serious visual impairments, you are automatically classed as having a disability.

If you satisfy this definition and your disability puts you at a substantial disadvantage in the workplace, your employer is under a legal obligation to make “reasonable adjustments” to accommodate your disability, either to the physical premises or working practices. A failure to do this by your employer will give you a claim.

Discrimination Arising from a Disability

Under the Equality Act, you could have a claim if you are treated unfavourably because of something arising in consequence of a disability, if the treatment is not a proportionate means of achieving a legitimate aim. For example, if you had severe dyslexia and were dismissed because your work output was lower than your non-disabled colleagues, this would potentially be discriminatory. Your employer must be aware, or should reasonably have been aware, that you had a disability, for this claim to succeed.

Equal Pay

You could be suffering discrimination under the Equality Act 2010 if your pay or conditions are less favourable than your counterparts of the opposite sex if you are doing the same or similar work, work of the same value, or work rated as equivalent in a job evaluation study carried out by your employer. An equal pay claim must be brought within 6 months of the termination of your employment and can be backdated up to six years.

Suited to organisations with or without a dedicated HR function, T&E Complete is your all-in-one HR and Legal Department and gives you the support you need to keep on top of employment law issues and manage your employees effectively.

The service includes your own dedicated legally qualified account manager who will visit your business to ensure that we fully understand your requirements and includes all-inclusive legal advice on employment law and HR issues. Our experienced team will also work with you to provide a comprehensive contract of employment and staff handbook which is fully tailored to your business.

T&E Complete also offers an ISO27001 accredited cloud-based web service which provides exclusive portal access, including easy-to-draft contracts, precedent letters, policies and procedures, personnel file storage, attendance management features and a self-service dashboard to allow your employees to book and manage their holidays online.

If you subscribe to T&E Complete, we can offer your business flexible payment options, and an insurance bolt-on to cover the costs, legal fees and any settlement of Employment Tribunal claims. T&E Complete is an entirely fixed fee subscription service allowing you to budget with full costs certainty for HR compliance.

  • Comprehensive contracts of employment and policies and procedures or
  • An audit and update of your existing contracts and employee handbook
  • Manage your HR documentation online through a secure web account and generate new contracts at the push of a button
  • Unlimited telephone/email helpline for employment law and health and safety queries
  • Web based interactive employment law support including step by step guidance, letters, forms and flowcharts
  • Employment Tribunal representation by our experienced lawyers
  • Insurance cover against awards made against you
  • Keep up to date with annual employment law training workshops

 More about T&E Complete

 Download the T&E Complete brochure

 See what our clients say about us

Speak to us today for a free, no obligation demonstration.

 

 

We have legal experts near you

If you need legal advice, contact us and one of our experts will get in touch with you as soon as possible.

Complete the short enquiry form for a no obligation response.

0114 218 4000

info@tayloremmet.co.uk

We have branch offices in Sheffield City Center, Dronfield, Ecclesall, Bakewell and Rotherham.

 

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