Sex discrimination: are you up for it?!


The States of Jersey passed the second part of the island’s discrimination laws late yesterday afternoon. The Discrimination (Jersey) Law 2013 covers the protected characteristics of sex, gender reassignment, sexual orientation, pregnancy and maternity (including breastfeeding).

This is a large addition to the discrimination law, which already covers race and will cover age and disability in future. It is, therefore, worth employers and service providers taking some time to familiarise themselves with latest addition to the legislation, particularly in regard to women in the workplace especially pregnancy and maternity.

If you don’t have time to read the new legislation (and, let’s be realistic, who has!), Law At Work have done the job for you and will be summarising all the provisions of which you need to be aware in our Free Breakfast Briefing on 1 July 2015 at Pomme d’Or Hotel, starting at 7.30am. To find out more and to register, click here

In the UK, where sex discrimination legislation has been in place for more than 40 years, the proportion of employment tribunal cases relating to sex discrimination make up more than half, 55 per cent, of all claims.

With a large number of potential claimants, as Jersey is already renowned for a greater number of women working per head of population compared to other jurisdictions, employers need to ensure that their policies and procedures relating to equality and diversity comply with the new legislation.

For those who would like to check whether they are compliant, or who are responsible for personnel matters within an organisation, or who work in HR with professional CPD requirements, Law At Work is running three courses (at the bargain price of £95 per session) following the Breakfast Briefing on 1 July 2015 that cover the following areas:

  • An overview of the new Sex Discrimination law including the wide definition of sex (not just men and women), the forms discrimination can take and ways of avoiding liability, particularly in relation to sexual harassment and banter that could occur in the workplace.
  • From September, under Amendment No 8 of the Employment (Jersey) Law 2006, employees will be entitled to: maternity leave and pay; parental and adoption leave; and the right to ask for flexible working if they have caring responsibilities, irrespective of who they need to provide care for. Make sure you understand the HR implications and actions required.
  • A session covering the protected characteristics of gender reassignment and sexual orientation. Because the LGBTQ community is small, what it means to be part of that group is not necessarily well understood. Training is key to knowing what to say and how to deal with an LGBTQ customer/member of staff and will help protect you and your employees from having a case brought against you under the new sex discrimination regulations.

To find out more and to register, click here

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