The 'Reasonable Steps' Defence
Discrimination claims are a real threat to any organisation- there’s no upper limit on compensation and facts and findings by a tribunal are publicly available on the Internet. But here's a very simple and practical solution- the ‘Reasonable Steps’ defence: by implementing training and refreshing it, an employer can assert that it is not responsible for discrimination contrary to the training. Importantly, the training must be relevant and recent.
1-hour Teams Online Training- £350 plus vat including detailed notes and checklist
Maximum of 10 delegates per session
“…Thanks Gordon- now we all know where we stand”
-S Peach, director TSI
Discrimination claims are a real threat to any organisation- there’s no upper limit on compensation awards and related facts and findings by a tribunal are publicly available on the Internet.
But here's a very simple and practical solution- the ‘Reasonable Steps’ defence. Under the Equality Act 2010 employers are potentially liable for acts of discrimination (normally harassment and victimisation) by its workers but not if they took reasonable steps to prevent it.
This short but essential session will certainly help defending claims but even better, may stop discrimination taking place at all…It’s by Teams (online) and designed for Human Resources and line managers to attend together so that everyone can understand when and how to act.
Delegates will be given a checklist to explain what the key issues to their team and a chance to discuss real issues and examples in confidence.
- The ‘reasonable steps’ defence explained- how to benefit from it- with guidance from the EAT case- Allay (UK) Ltd v Gehlen
- Discrimination Law in practice- an overview
- Who is protected?
- Types of Discrimination (eg: harassment, failure to make reasonable adjustments, indirect discrimination, victimisation)
- Raising concerns about discrimination (‘protected acts’/grievances)
- Spotting and responding to claims
- Effective investigations
- Practical steps to deal with discrimination (with examples)
- Common mistakes
Contact Gordon Turner – firstname.lastname@example.org