newsletter – Equality Act 2010 – dual discrimination

Arlene Phillips, one of the judges on TV’s “Strictly Come Dancing” was aged 66 when she was not reappointed. Neither her age nor her sex on their own was the reason for her non-reappointment – this was provable from the fact that another judge was 65 and yet another judge was female. Under the law…

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newsletter Equality Act 2010 – disability discrimination

As noted in a previous newsletter blog post the substance of previous law making it unlawful to discriminate against a person in the employment field because of disability remains generally unchanged by the Equality Act 2010. However various detailed changes are probably more significant if the “protected characteristic” is disability than if it is one…

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newsletter – Equality Act 2010 – compromise agreements

The general rule is that informal “out of court settlements” of employment disputes are not legally binding in the sense that they cannot exclude an employee’s right to take the matter concerned to an Employment Tribunal. As is well known, one exception to this general rule is a formal “compromise agreement”. Provided it complies with…

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newsletter – Equality Act 2010 overview

Important legislation such as the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 are all repealed (and replaced) and regulations such as the Employment Equality (Age) Regulations 2006, the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003…

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everything, everywhere, except sensitivity when it comes to redundancies

[picappgallerysingle id=”288326″ align=”left”]Everything, Everywhere is the name for the merged operations of Orange and T-Mobile. Not surprisingly, the merger has led to the prospect of redundancies but, very surprisingly, the new Company has adopted a novel approach to notification to staff that they are at risk of redundancy. According to a report in today’s Daily…

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