Welcome guest, please log in here   |    T +44(0)115 7180333   |   E   info@halborns.com

Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Free speech v harassment pt.2

Posted on: April 26th, 2021 by Ginny Hallam

Expensive exits, tribunal claims, and reputational damage are all possible if ‘speaking out’ is ill-judged and discriminatory. Here are our thoughts on striking the right balance:

Champion inclusivity – lead from the top, train, and reinforce with clear policies on what’s acceptable, what’s encouraged, and how to handle concerns. You can access our ‘dignity at work’ policy through Intelligent Employment, find out more here.

Empower – support with tools and training to identify issues, call out inappropriate behaviour, and nip issues in the bud. Click here for more detail on our sessions in this area.

‘Social’ media – be sure to make clear the boundaries and responsibilities required of your employees when using social media.

Supporting silence – remind employees that often there’s nothing wrong in withholding an opinion – you don’t always have to share your views. That said, reinforce the importance of speaking up (through the appropriate channels) if concerning behaviour is experienced.

Embed – proactively promote inclusivity with regular training. Tribunals are taking a dim view of a ‘tick-box’ approach to training with annual refresher sessions becoming the expectation. Click here for more detail on our sessions in this area.

If you’d like support with promoting equality, diversity, and inclusivity, please get in touch here for further advice.

 

This update is accurate on the date it was sent (27 April 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.