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How can employers navigate discrimination and harassment in the workplace?

Discrimination and harassment in the workplace can be difficult and complex issues for employers to navigate.

It is important to understand the legal implications of discrimination and harassment claims and the steps that should be taken to address these issues.

Types of discrimination and harassment

First, it is important to understand the different types of discrimination and harassment that are prohibited by law.

Discrimination can occur on the basis of:

Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation

Preventing discrimination and harassment

As an employer, you have a responsibility to prevent discrimination and harassment from occurring in the workplace.

This includes providing training to employees and creating clear policies and procedures for reporting and addressing these issues.

You should also investigate all claims of discrimination and harassment and take appropriate disciplinary action against any employees found to be engaging in these behaviours.

In order to prove discrimination or harassment, employees must provide evidence. Employees must record all events including dates and times when incidents occurred, what happened and if it is repeated. This can be done in the form of documents but can also include witness statements, emails and letters.

Legal remedies

Employees who experience discrimination or harassment may be entitled to legal remedies, such as compensation for lost wages, damages for emotional distress, and injunctive relief.

If you are found to be engaging in discriminatory or harassing behaviour as an employer, you may face legal penalties and damages.

Discrimination and harassment in the workplace can have serious consequences, so it is important to ensure you handle the matter professionally and with legal support.

If you are facing an employment tribunal due to discrimination or harassment issues, contact us today for legal guidance.