Discrimination on the ground of sex was the first form of discrimination to be made unlawful in the employment field.
Avoiding Costly Tribunals
As with other forms of unlawful discrimination there are two types of sex discrimination – direct discrimination and indirect discrimination.
Direct sex discrimination is fairly easy to spot (and avoid). For instance, an advert stating ‘Barmaid wanted’ is clear discrimination towards male applicants.
Indirect sex discrimination, where an unnecessary requirement puts one sex at a disproportionate disadvantage compared to the opposite sex, is sometimes less easy to spot.
Regardless of whether sex discrimination is direct or indirect, it can lead to an employee raising complaints, and even to a tribunal.
Sex Discrimination Example
Consider the employee who, because of the height of the conveyors and Health & Safety fears, had a height restriction of 5’10” for conveyor belt operatives.
Depending on the nature of business, the employee status and other varying factors, you will have to put a package of pay and/or benefits in place for employees. This can include:
Two tall unsuccessful male job applicants won Employment Tribunal claims for indirect sex discrimination, as the height restriction disproportionately affected males, and the conveyor belts could have been raised!
How Citation can help
Citation’s experience within Employment Law helps avoid instances where anyone can raise a sex discrimination against employers.
Provided clients follow the advice given by Citation, they’re protected by the Unique Advice Guarantee. Should you face an Employment Tribunal, Health & Safety prosecution or other action after adopting Citation's systems and advice then Citation would pay the defence costs and any tribunal awards up to £1.5 million per annum.
As a client of Citation, you will gain access to a wide variety of powerful online applications, including Employee Management, Online Training and Risk Assessment Creation