In a workplace, an employer may be the most inclusive in their policies and culture; however, some instances may lead to discrimination claims. These may range from indirect discrimination claims to direct claims. Each claim, no matter how big or small, should be inspected and dealt with to avoid the same in the future.
With the proper knowledge and policies, employers can overcome the fear of discrimination claims and know how to handle them gracefully.
Understanding and Avoiding Workplace Discrimination
Learning in detail about various issues that may occur at work may help in avoiding discrimination claims. When an employer faces such claims, they may fear losing business, reputation, and peace at the workplace. However, the right legal help and collecting ample proof to safeguard your reputation may work in your favour.
It may be a slippery slope if your business is not inclusive of fair treatment for all. The right thing to do is already have policies that prove your inclusivity and the measures you take against such a claim.
Moreover, having a proactive approach towards an employee who has filed a complaint will also be beneficial. Ignoring such issues may lead to more significant problems, as the Equality Act 2010 safeguards the employees at the workplace.
When treated differently than others and experiencing discrimination, an employee may file a complaint stating the issue with HR with the HR guidance; such complaints must be taken seriously to investigate the problem further.
Different Types of Discrimination
- Direct discrimination toward an individual based on gender, race, belief, religion, pregnancy, and sexual orientation
- Indirect discrimination occurs when giving more advantages to one employee over another
- Disability discrimination towards specially abled workers
- Employee harassment with uncomfortable behaviour
- Victimisation discrimination in case someone files a complaint at work
Company’s Action Plan When Facing Discrimination Claims
Once you face a discrimination claim, your company may need to develop an action plan. Here are some things to include.
Settlement agreements
The best way is to hire a lawyer for employee settlement agreements. Draft and negotiate with the employee to protect your business. Discuss the best possible settlement to minimise the damage to your reputation.
Defending your business
Plan to deal fairly with grievances, claims, complaints, and discrimination. Defend your business before an employment tribunal or ACAS with legal help. Familiarise yourself with the Equality Act to protect your business.
New staff policies
There may be some gaps in current staff policies. So make sure your business has a staff policy keeping in mind the equality of all the workers. The approach must be inclusive of every individual’s rights directly as well as indirectly.
Benefits of Seeking Legal Help
Here are some benefits of seeking timely legal help when
- A legal team may help you understand and take action as per the current employment law.
- Lawyers may help in avoiding expensive employment tribunal claims.
- You may be able to avoid personal liability if an employee targets one individual due to their position in the company.
- Lawyers may help in drafting a settlement agreement as per the situation.
Parting Words
Facing discrimination claims can be a great challenge for the organisation. Along with the human resource team, your company can get immense help from an attorney who knows all the legal aspects. It may help safeguard your workplace and reach a mutual understanding with the employees. Connect with Lawyersorted.com to find the right lawyer for your business needs.
