The recent Queen’s Speech included a number of proposed changes to employment legislation which Dorset employers need to be aware of. The new Equality Bill will consolidate the existing discrimination legislation into a single Act and address discrimination on all grounds, including sex, race, disability, age and religion. It will also introduce a number of important changes to discrimination law including:
- a requirement for employers to be “transparent” about pay structures, banning companies from imposing secrecy clauses on staff and allowing employees to discuss their salary with colleagues;
- the right for carers of elderly relatives and disabled children to claim discrimination if they suffer less favourable treatment as a result of their caring responsibilities. This change is likely to make it easier for carers to negotiate flexible working hours and time off in an emergency;
- the ability for businesses to take “positive action” by recruiting under-represented groups to their workforce if there is a choice between two equally qualified candidates, one from a minority group (such as an ethnic minority) and one from an over-represented group;
- the power for Employment Tribunals to make far-reaching recommendations against organisations found to have discriminated against an employee. For example, employers could be ordered to put an equal opportunities policy in place or make changes to their hiring and pay practices;
- public sector bodies will have a new equality duty to actively promote diversity and will have to publish statistics on gender pay differences, together with the numbers of disabled workers and those from an ethnic minority.
Another important change included within the Queen’s Speech is the extension of flexible working rights to all employees with a child under the age of 16. This right is currently enjoyed only by those employees with children under the age of six.
Employment specialist at Frettens Solicitors, Kate Fretten, comments “These new measures to enhance workers’ rights may not be welcomed by employers, who are alarmed by the prospect of rising costs in a recession. However, all businesses must ensure they comply with the changes once they come into force otherwise they could face harsh penalties in an Employment Tribunal.”
Contact Kate for advice on Employment law issues on 01202 499255.