A joke too far?

legal updates

The Employee was awarded £7500 in damages because her Employer had subjected her to watching pornography and questioned her about her sex life.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

In a recent Employment Tribunal, a lesbian worker was able to claim discrimination on the basis that her employer and fellow colleagues had made crude comments to her because of her sexual orientation.

The Employee was awarded £7500 in damages because her Employer had subjected her to watching pornography and questioned her about her sex life. Such actions would take place when she was the only female worker on shift.

The Tribunal held that such actions were discriminatory based on the employee sexual orientation, as other heterosexual employees were not subject to the same treatment. This was despite the Employers defence, that the workplace was filled with ‘a culture of banter’. The Tribunal held that such ‘banter was not acceptable conduct in a workplace. It is therefore always key to draw a large distinction between what is, and what isn’t acceptable within the workplace.

Octane FinanceFuel Your Finance

Octane Finance is the broker of choice for new and used car dealers nationwide. With our uncompromising service levels and our genuine and professional approach, you and your customers can trust us to deliver.

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read More by this author

Related Legal Updates

Employment Rights Bill is in the Lords

A 310-page shake-up is heading for the Lords, and if you’re an employer, it’s time to brace for the biggest overhaul to workplace rights in decades.

Holiday Entitlement Updates for Zero-Hours and Casual Contracts

This serves as a reminder of these important changes and outlines the actions required to ensure compliance.

Notice to Dismiss – Reminder!

The law states an employer or employee who terminates employment is required to provide the following notice…

Overview of Contemplated Employment Law Changes

We will continue to keep our members informed as more details emerge and as the timeline for these changes becomes clearer.

Changes to Sexual Harassment Law

In addition to safeguarding employees from harassment by colleagues, the duty extends to third-party harassment, such as harassment by customers.

New government… new laws

The recent announcement means an employee may be able to claim an unfair dismissal from day one. 

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.