All employers must have a written grievance procedure - make sure you read your employer’s before you submit your grievance.  A copy will usually be available in the Staff Handbook and/or on the internal intranet.  If you can’t find a copy, ask HR.

Regardless of what an employer’s grievance procedure says, all grievances should be handled in accordance with the general principles of fairness outlined in the Acas Code of Practice on disciplinary and grievance procedures.  So read this carefully too.

Despite having laws making it illegal to pay men and women different rates for doing the same job since 1970, disparity in pay between the sexes is unfortunately still very much a live issue.

The law has changed in that time, and the legal principles involved in equal pay issues have been hotly debated in both the Court of Appeal and the Supreme Court.

But whilst each situation will turn on its own facts, here is a brief overview of ‘equal pay’ and what it means for you.

For many years now it has been unlawful to discriminate against women who are pregnant or are on maternity leave.  However, many women are still facing discriminatory treatment from their employers.

In this article we focus on some of the key issues pregnant women and women on maternity leave face, and the rights they may have under the Equality Act 2010 (the Act).

For many years now it has been unlawful to discriminate in the workplace because of certain protected characteristics, i.e. someone’s sex, race, age, martial/civil partnership status, religion or belief, pregnancy and maternity, sexual orientation, gender reassignment, or disability.  However, many people still encounter discrimination at work.

In this article, we focus on disability discrimination and the rights you may have, as well as the obligations on your employer to help ensure you are treated fairly.

Through no fault of your own, your employer may come to you wishing to start an “off the record” conversation to talk about bringing your employment to an end. They might do so – as they see it - as an alternative to starting formal capability, redundancy or disciplinary proceedings. 

Your employer might call it a “without prejudice conversation”,  a “protected conversation”, or (as mentioned above ) an “off the record conversation”.  That said, the label “off the record” doesn’t actually have any legal status.

Whilst it can be possible for an employer to have these kind of conversations,  we explore below the key differences between ‘without prejudice’ and ‘protected’ conversations, and how they can be used. 

Unfortunately, both bullying and harassment frequently arise as workplace issues. Here, we examine the difference between them, and explain when harassment will amount to unlawful discrimination under the Equality Act 2010.

Can my employer make me get a Covid-19 vaccination? Advice on your employment rights and the coronavirus vaccine - from our top employment experts.