For a free, no obligation conversation with a solicitor contact us.
For businesses, the Equality Act 2010 sets out numerous obligations in relation to the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy, race, religion or belief, sex and sexual orientation. In practice, employers need to know when action is required to comply with their legal duties – for example by making reasonable adjustments for disabled employees – and how best to investigate and respond when an employee says that those obligations have not been met.
For individuals, there can be few situations as upsetting as being treated unfairly at work because of who you are. Our clients know that our guidance and the hard work we put in on their behalf makes all the difference in achieving a satisfactory resolution.
The Waterfront team has a combined experience of more than 20 years of advising on discrimination law, both during the workplace relationship and in the Employment Tribunals. From discrimination at the recruitment stage, through to pay and promotions, and harassment or even dismissal, we have successfully advised and represented both employer and employee clients in all types of discrimination matters.
Our advice is always practical and commercial, with the aim of getting the best outcome for our client. We are proud of our experience, which means we are best-placed to resolve matters taking into account all the relevant circumstances.
Unlike some employment specialists, we are pleased to represent both individuals and businesses. It means that we maintain an excellent working knowledge of the tactical, legal and commercial considerations which are important on both sides of the table. It is this rounded expertise which means we are formidable advisers to both employer and employee.
Employment Settlement Agreement – A Complete Guide
Collective Consultation Redundancy– what do employers need to know?
Limiting liability – reforms to sexual harassment legislation