Equality Legislation Training

It can be a moment of great shock for an employer to suddenly find themselves before an employment tribunal and facing the prospect of having to pay a six-figure compensation award. Especially when it appears that the offence in question has not been committed by them, but by an employee. The principle of vicarious liability in discrimination cases can be very costly for those who are not properly prepared. UK Training can help you to plot a course through the legislative minefield that is Discrimination Law and thus help you to avoid costly compensation payments.

The seminar contains details of the various legal obligations that an employer has with regard to people who may be at risk of unfair treatment whilst carrying out their duties as an employee. The potential consequences of discriminating on the basis of gender, race, disability age, reassigned gender, sexual orientation or religion are clearly illustrated.

An expert presenter carefully explains the background to the issues, the key points of law and relevant cases, the role of various public bodies in enforcing legislation and offers practical advice on good practice and how to reduce the likelihood of ending up before a tribunal.

The course answers the following questions

• What is discrimination? In what circumstances are you allowed to discriminate?
• What obvious types of discrimination are there, and what about the less obvious?
• How can you ‘flameproof' your organisation against damaging compensation claims?
• What are the definitions of various terms, such as discrimination, harassment and victimisation?
• What is vicarious liability? If discrimination or harassment takes place at work, who is responsible? What if it takes place off the premises?
• What is the background and reasoning behind Equality Legislation?
• What special allowances or arrangements should you make for people of differing religions?
• How do the Age Regulations 2006 impact upon recruitment, retention and retirement?
• What ‘reasonable adjustments' must you make for people with disabilities?
• How can you be sure that sex discrimination, direct or indirect, is not taking place in your organisation?
• What are the ramifications of The Equality Act 2006?
• What is the role of the Commission for Equality and Human Rights?
• What must be written into your policy on equality in the workplace?
• Does an Equal Opportunities policy offer you legal protection? How do you prepare one?
• Where can you get advice and support when dealing with someone who feels discriminated against?
• How do you ensure that all employees understand the policy and comply with it?
• What are the remedies available to individuals who feel that they have been discriminated against?
• What steps should an employer take if an employee claims that they are the victim of discrimination? How can you avoid a claim going to a tribunal?
• How much compensation can a tribunal force you to pay?
• How can you encourage and support diversity in your workplace?