Employment Law is in a constant stream of transition, due to the ever-changing legislation. The more recent changes have focused on attitudes towards sexual harassment, which has come under scrutiny in the form of digital movements from the US, the more prominent been #MeToo and #TimesUp. Although they are US-based movements, other countries also approve of these movements, especially in the UK.

The movements focus on speaking out about sexual harassment, as in the past sexual assaults have been kept quiet to enable the victim to protect their reputation (and often, credibility).

In accordance with the Equality Act 2010, it is unlawful to discriminate against anyone because of their gender, sexual orientation or gender reassignment. These forms of discrimination occur frequently, especially amongst the LGBT community. LGBT consists of individuals who identity as a Lesbian, Gay, Bisexual and Transgender, who in recent years have experienced a vast level of discrimination in the workplace.

In order to understand the experiences of the LGBT community, the Government Equalities Office (GEO) conducted a national survey in July 2017 on the LGBT community, the largest of its kind. The survey focused on a variety of experiences that the LGBT community face every day in the UK including: personal safety, healthcare, education and employment.

Lloyds Banking Group is set to face up to £150 million after the high court rule for equality on pension schemes for both female and male employees.

The ruling comes after three of Lloyds’ female employees filed a claim against the banking group, in regard to their pension rates and the difference between their pension schemes and that of their male colleagues.

The case consisted of a dispute regarding employees who were entitled to a guaranteed minimum pension (GMP), which allows the employer and their staff to pay less in national insurance costs.

Under the Equality Act 2010, It is deemed unlawful to discriminate against someone based on their gender. Sex discrimination usually occurs in work environments; therefore, employers should ensure that their policies and procedures in place to deal with any complaints regarding discrimination.

There are four different types of sex discrimination, including:

• Direct Discrimination, which occurs when someone treats you unfairly in comparison to someone of a different gender. An example of this would be if a pregnant employee was apprehended for being off sick because of her morning sickness. This is direct discrimination against pregnant women.

• STAMPING OUT SEXUAL HARASSMENT IN THE WORKPLACE

  

  The discussion surrounding sexual harassment in the workplace has continued with the recent announcement from Carolyn Fairbairn, the director general of the Confederation of British Industry (CBI), who called for the reinstatement of Section 40 of the Equality Act 2010. This enabled employers to be held accountable for sexual harassment occurring on their premises, although it was scrapped when the Enterprise and Regulatory Reform Act came in to place in 2013.

  The director general of the CBI stated the following:

• “WORKING MUMS” AWARDED £16,000 FOR SEX DISCRIMINATION.

   

   

  Essex-based Dental nurses, Billie-Jo Janes and Jessica Rowley have recently been awarded a total of £16,000 for unfair redundancy, due to their inability to work full-time, as working mothers.

  In July 2017, the two women were informed of their redundancy, with the explanation that their employer had no need for part-time workers, and as working mums they could not adhere to the dental practices demands. 

  Both Miss Janes and Miss Rowley contacted their union, Unite, working together to bring the surgery to an Employment Tribunal, after being offered insufficient compensation from the surgery.

  The employer was taken to an employment tribunal for unfair dismissal regarding gender discrimination, where Judge Foxwell ruled that the dental practice was guilty of “unlawful indirect sex discrimination”.

  The Employment Tribunal awarded a pay-out each of £6,000 plus £498 interest for “injury to feelings for unlawful indirect sex discrimination”, with added payments for statutory rights and loss earnings, resulting in a total of £7,500 awarded to Miss Jane, 26 and £8,159 awarded to Miss Rowley, 29.

  After the ruling, Miss Rowley, who has now found a position at another dental surgery, stated: