measures to comply with legal duties

Question 1

leave and time off

Answer 1

• to create, publicise and follow fairly a set procedure to manage flexible working requests to avoid discrimination complaints
• pregnancy-related absence must be given (eg. parenting classes)
• record pregnancy-related and disability-related time off separately from general sick leave
• providing phased return periods to gradually allow an employee to settle back into work after an absence
• leave for gender reassignment must be given

Question 2

pay and benefits

Answer 2

• to conduct an equal pay audit to ensure jobs of equal value are being paid fairly across all employees
• to have a fair and transparent payment spine and benefits scheme
• to review non-financial benefits (eg. health insurance and pensions schemes) to ensure they are not indirectly discriminating

Question 3

training, and progression opportunities

Answer 3

• to offer training to women on maternity leave
• to publicise promotion adverts to everyone and ensure the advert is accessible (eg. consider language limitations, large print etc)
• to ensure promotion is objective, (eg. use a panel interview to avoid discrimination by perception)

Question 4

facilites

Answer 4

• provide suitable breastfeeding areas
• install switches and sockets at waist height for wheelchair users
• take account of dietary requirements in the canteen (eg. offer halal options)
• provide specially equipped disabled toilets

Question 5

disciplinary, dismissal and retirement

Answer 5

• an interpreter may be used for a deaf worker
• do not force someone to retire as this is age discrimination
• meetings should be held in accessible rooms and in venues with suitable facilities