July 14, 2010
To limit the damage of upcoming equality legislation HR managers should update their employment polices, Acas has urged.
The employment relations service has previously published guidance on how the upcoming Equalities Act will affect the workplace, but has further urged managers to recognise the changing landscape and avoid legal difficulties.
The Act, enforced from October 1st, will adapt key areas of employment practice, including third party harassment, pre-employment health checks, powers of employment tribunal recommendations and pay secrecy.
Pre-employment health questionnaires will be banned, although disabled employees will still be asked specific questions in order for managers to cater for their physical needs.
Pay secrecy clauses in contracts will also be abolished, but employers will still be able to demand employees keep their pay rates confidential from competitors outside the workplace.
Employment Tribunals will also be able to command that employers previously reprimanded for discrimination take the necessary steps to avoid further events of unfairness and inequality in the workplace.
John Taylor, Acas Chief Executive, said: “Fairness in the workplace is good business and motivates staff as well as improving effectiveness and productivity.
“Last year we received around 32,000 calls on diversity and discrimination related issues.”
If you’re struggling to comprehend the upcoming Equalities Act, or need help adapting your policies to suit the law’s aims, approach employment law solicitors today and trust in their knowledge of all things work related.
