HR Articles

As an employer, identifying and supporting those with hidden disabilities may present unique and complicated challenges, and so we have put together this guide for employers to aid in this complex area.  

The Government have released guidance on 17 April 2023 called Ethnicity Pay Reporting: guidance for employers. This guidance is intended to help employers voluntarily report and to provide a consistent approach to measuring pay differences between ethnic groups.

In Personnel Today, Melanie Pimenta, Senior Solicitor at Clarkslegal, discusses ‘positive action’ and what it means for employers.

The UK Government has recently rejected calls for the menopause to be made a 'protected characteristic' and for a large-scale pilot of menopause leave.

This article starts with a confession! It is not actually about love. That was merely a hook to grab your attention. Hopefully you are not too disappointed, but this is an Employment Relations article after all. The article is very much about first sight and first impressions though.

Trans is an umbrella term used to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth.  It covers a variety of terms but may include people who describe themselves as transgender, gender-fluid and non-binary.

Brain fog has been in the news lately because of its association with Long Covid and the menopause. But what is brain fog and how should employers support staff suffering from it?  

A Tribunal has ruled that a fear of catching COVID-19 is not a protected belief under the Equality Act following a UK worker’s claim that she had been discriminated against by her employer after she refused to attend work on health and safety grounds during the pandemic.

Monica Atwal, Managing Partner at Clarkslegal publishes in Governance and Compliance Magazine on the UK's Gender Pay Gap - the reporting system is falling short, but what can employers do? 

As a result of the COVID-19 pandemic, many employers are now looking at bringing their work force back to the workplace and contemplating different flexible working patterns. In doing so, it is paramount that employers are carefully considering and monitoring any such flexible working patterns to ensure that women are not disproportionally affected which may result in indirect discrimination claims.