Equal Opportunities Solicitors - Employment Lawyers


Equal opportunities solicitors have always been concerned about this topic and it was brought to the fore by the introduction of the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Equal Pay Act 1970, all of which set out the basis for employees not to suffer less favourable treatment.

Our equal opportunities solicitors believe that everyone be treated equally through both the job application process and in the workplace itself and the way in which people are treated should be regardless of race, ethnic or national origin, nationality, religion, gender, sexual orientation, disability, appearance, age, marital or employment status.

Large companies and small businesses should be committed to ensure that they have an adequate policy in place to ensure fairness and, more importantly, that it is adhered to. The Equal Opportunities Commission issues codes of practice for employers to assist with promoting the elimination of discrimination in the workplace and placing both sexes on an equal footing.

Not all of the burden should rest with employers. Employees also have a responsibility to assist employers in preventing discrimination and unfair practices by reporting instances which contravene equal opportunities and/or breach current legislation. Employers cannot always oversee everything that is going on in the workplace and employers benefit from employees who draw suspected discriminatory acts or practices to the attention of senior staff.

The equal opportunities policy should strive to try and achieve a message to all employees that the employer will not tolerate any form of discrimination in the workplace as well as setting out procedures to be followed if anybody is found to be acting in breach of the policy. Employers who do not have such a policy should formulate one, however basic, to help with implementation of fair treatment in the workplace. The policy should look to include a definition of direct and indirect sex and marriage discrimination, victimisation and sexual harassment, the name(s) of the employee(s) responsible and the policy should stress the obligation upon employees to act in accordance with the policy.

Employers and employees/job applicants should be aware of the importance of consistency for selection, training, promotion, redundancy, etc. Recommendations would include employers not assuming that only men or women would be able to perform certain types of work. Further, that any requirements for a specific job which would inhibit applications from one sex would need to be justified on grounds other than sex.

Therefore, job applicants should be wary of application forms, advertisements or job interviews where the offer and/or the terms are unfavourable towards a particular sex or group of people being recruited. Employers should ensure advertisements are suitable to attract both sexes and are not discriminatory towards any group.

Employers should be continually in pursuit of equal opportunities and similar treatment for all its employees and to help reach this goal, the assistance of employees would make this more attainable.

Equal Opportunities Solicitors

Specialist employment law solicitors operate exclusively in all areas of dispute between employees and employers and they do nothing else which enables them to achieve your goals in the most efficient and practical way possible. They are able to pursue or negotiate an equal opportunities compensation claim on your behalf and can provide representation anywhere in the United Kingdom. If you would like an initial free consultation for advice to find out whether you have a good case, how to go about claiming and how much your compensation might be worth you can call the helpline or complete the contact form or email our offices. If after talking to a specialist lawyer you decide not to take matters further you are under no obligation to do so and you will not be charged for our initial advice session.

*legal information