Employment Law Bulletin - April 2022

• Published date: 05 May 2022
• Subject Matter: Employment and HR, Discrimination, Disability & Sexual Harassment, Health & Safety
• Law Firm: Wrigleys Solicitors
• Author: Ms Alacoque Marvin

Welcome to Wrigleys' Employment Law Bulletin, April 2022.

We are busy planning for our annual Employment Law Conference for Charities which takes place on 16 June 2022. The theme for the day is Inclusivity in Today's Working Environment. This will be a whole day virtual conference and we will be delighted to welcome some brilliant, thought-provoking speakers. The final programme is soon to be announced and will include sessions on equality, diversity and inclusion, improving support for staff going through the menopause, the rights of trans staff, neurodiversity in the workplace, and recent developments in family friendly rights and policy. You can book your place by clicking on the link below. We look forward to welcoming you to our conference!

In our bulletin this month we consider some tricky and developing areas of law, policy and practice for employers.

In our first article, we cover the issues for employers who are considering whether to report to external agencies child protection or domestic abuse allegations against an employee.

With increasing numbers of staff likely to be needing time off in relation to fertility treatment, we consider the benefits of having a clear workplace policy for staff undergoing fertility treatment or assisted conception.

And in our final article, we examine two tricky areas of discrimination law where employees can be protected under the Equality Act 2010 without having the protected characteristic in question: discrimination by association and perception.

We are always interested in feedback or suggestions for topics that may be of interest to you, so please do get in touch.

Should employers report child protection concerns or allegations of domestic violence involving an employee?

Dealing with an employee who may be a perpetrator of violence or abuse.

Working from home on a more regular basis has meant that many of us know more about our colleagues' home lives than ever before. Much of this has been positive and enabled employers to empathise with the challenging family situations employees have encountered over the last two years. But it has perhaps also made more likely that allegations involving abuse of family members by an employee will come to the attention of an employer. What should an employer do when allegations of this kind arise?

Follow your organisation's safeguarding policies and any statutory guidance

Organisations that work with children and vulnerable people will have their own safeguarding policies...