Way back in 2019, the government began consulting on whether the laws on sexual harassment in the workplace were working effectively.
A recent ruling by Birmingham Employment Tribunal has been heralded as a “landmark judgment”, extending protection under the Equality Act 2010 to include individuals who identify as being gender fluid and non-binary.
Confidentiality clauses is the more familiar term, found within employment contracts and settlement agreements. We look at the differences and the interplay of these, and the angles that the government consultation is focusing on.
Offensive remarks in the work place may not constitute harassment when the context is considered in the view of the Employment Appeal Tribunal (EAT).
Join us for the latest Mitchell Law Tea Break, where we look at sexual harassment at work and the #MeToo movement.