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Discrimination, Bullying and Harassment
Search our in-depth knowledge centre for answers to your employment questions, plus hints and tips from the experts.
In the UK, employment laws are in place to protect employees and ensure they are treated fairly at work. This protection also extends to those who feel forced to resign because of their employer’s conduct. If you're an employee facing mistreatment and feel that resigning is your only option, you might be considering a constructive dismissal claim. This guide explains what constitutes constructive dismissal, who can make such a claim, and what you need to prove to win your case.
Sections of the Equality Act 2010 that made employers liable in certain circumstances for third-party harassment were repealed in October 2013.
Since October 2024, employers are to take reasonable steps to prevent sexual harassment of their employees, including by third parties.
Neurodiversity describes the natural differences in how people's brains process information, and how they feel and behave. Well-known types of neurodivergence include neurodevelopmental conditions such as ADHD, autism, dyslexia and dyspraxia. The report, published on 6 March 2025, stresses the need for neurodiversity training and proactive measures to support neurodivergent employees, highlighting that approximately 15 to 20% of adults are neurodivergent, with prevalence differing based on gender, condition and industry.
The British Airways Plc v Rollett & Others ruling underscores the importance of focusing on the actual disadvantages caused by workplace policies. Employers are now obliged to be more vigilant in assessing the broader impacts of their decisions, ensuring equity and fairness for all employees, regardless of whether they possess a protected characteristic under the Equality Act 2010.
By proactively addressing these considerations, employers can foster a more inclusive work environment and mitigate the risk of indirect discrimination claims.
The UK is taking a bold step in the fight against sexual harassment by introducing a new duty for employers to take proactive measures to prevent such incidents in the workplace. This groundbreaking development, expected to come into force in October, marks a significant shift in the UK's approach to workplace safety and respect. This article delves into the details of this new legislation and its implications for employers and employees alike.
Every April, the Government reviews and makes changes to employment laws, including a review of financial rates. Below we set out a summary of the proposed changes coming into effect in April and beyond.
Bullying in the workplace is a serious issue for workers (29% of whom will experience workplace bullying at some point1), and for employers (bullying is estimated to cost UK businesses £18 billion a year2 and to contribute to the loss of over 17 million working days each year3).
In the modern workplace, fostering a culture of inclusivity and ensuring equal treatment for all employees is a crucial aspect of employment law. Discrimination based on disabilities (which can include mental health conditions) is strictly prohibited in the United Kingdom. This article explores the legal framework in UK employment law that safeguards employees against discrimination and highlights the consequences faced by employers who fail to uphold these important principles.
Creating a safe and respectful work environment is a fundamental aspect of UK employment law. This article explores the legal obligations placed on employers to address workplace harassment, highlighting the measures they should take to promote a culture of respect and protect their employees' mental health.
On 23 October 2024, the new, positive duty to prevent sexual harassment in the workplace comes into force. The extent to which a non-disclosure agreement can prevent a worker disclosing sexual harassment will be under the limelight.
In the employment context, the most common area for non-disclosure agreements is settlement agreements, under which an employee agrees to settle all claims in return for a compensation payment often where the employer has been unable to resolve a grievance including unlawful discrimination or sexual harassment.