IN. THE. KNOW. | Employment

LGBTQIA+ people often experience different treatment in the workplace compared to their heterosexual and/or cisgendered colleagues.

We at Gay Lawyers understand there’s a spectrum of issues which LGBTQIA+ workers may be subjected to, particularly due to their protected characteristics. Examples of protected characteristics are: 

  • Age
  • Gender reassignment

  • Being married or in a civil partnership

  • Being pregnant or on maternity leave

  • Disability

  • Race including colour, nationality, ethnic or national origin

  • Religion or belief

  • Sex

  • Sexual orientation

It is clear that LGBTQIA+ people likely possess at least one, if not more of the above characteristics, and may be subjected to unfavourable treatment in relation to them. 

The definitions of discrimination and harassment can be difficult from an employment perspective. Sometimes treatment can be direct and overt or, alternatively it can be subtle. We understand the impact of any unnecessary behaviour, and the effect it can have on employees. We believe that all LGBTQIA+ workers should be supported in an inclusive and diverse workplace, and can advise you in relation to any issues which may arise. 

  • Gay Lawyers are able to deal with all employment matters including:

  • Bullying & harassment in the workplace

  • Discrimination

  • Unpaid wages

  • Grievances

  • Performance Improvement Plans

  • Disciplinary procedures 

  • Unfair treatment

  • Employment Contracts

  • Equality, Diversity & Discrimination Policies

  • Maternity, Paternity and other parental leave

  • Post-Termination Restrictions

  • Redundancy Processes

  • Restrictive Covenants & Confidentiality Agreements

  • Settlement Agreements and advice

  • Sickness & other absence management

  • Terms & Conditions

  • TUPE Drafting & Transfers

  • Working Time Regulations

  • Settlement negotiation 

  • Employment litigation and advice 

  • Employment Tribunal Claims 

It is important to get swift expert legal advice from the outset so that you can resolve any dispute promptly, or alternatively file a claim at an employment tribunal.

Employment matters are subject to strict time limits, often within 3 month periods of an event taking place and all employment matters should be assessed strictly and swiftly. ACAS are often a useful tool which we will work with collaboratively in order to assist you in resolving a matter, and reaching a potential settlement if appropriate.

Gay Lawyers are also able to provide advice for employers, and can offer valuable insight in relation to matters which involve an LGBTQIA+ element.

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