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Employment Law - Assignment Solved

   

Added on  2020-12-29

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Employment law

Table of ContentsINTRODUCTION...........................................................................................................................3MAIN BODY...................................................................................................................................3CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................9

Topic: Critical evaluation of the provisions and effectiveness of the Equality Act 2010 inproviding protection and rights for mothers and prospective mothers. Outlining theimplications for employers and employed staff with recommendations for the former.INTRODUCTIONThe Equity act provides protection of the basic rights of a person of being treated equalityas the workplace as well in the society. The protection is provided as putting a ban on the antidiscriminatory practices. In this essay, different types of discriminations are discussed beingpracticed at the workplace. The factor of determination is the pregnancy of the women employeeand those who are mother at the workplaces in the UK. The report defines how discriminatorypractices are stopped through effective use of the provisions of Equality act, 2010(Discrimination Law Review: EOR guide, 2018). Also, recommendations are also provided toemployers to avoid such practices in their company or workplace.MAIN BODYThe Equality act, 2010, brings out a legal framework to protect the rights of individualand advances equality of opportunity for all under employment or not. The act provides a legalprotection to the people from discrimination in the workplace and in wider society. Thediscrimination faced includes direct discrimination where a person is treated with protectedcharacteristic and less favourably than others (Pregnancy and maternity discrimination, 2018).The another is indirect discrimination where rules are imposed or arrangements are made at aplace that is applicable to everyone but that outs some specific people with a protectedcharacteristic at an unfair advantage. Other types of discrimination include harassment andvictimisation.A person can be discriminated over a protected characteristic and this can be done on thebasis of age, gender reassignment, marital status, civil partnership, pregnancy, maternity leave,disability, race, colour, nationality, origin, religion of belief, sex, and sexual orientation of aperson (Employment and Workers' Rights Bill, 2018).As per the report published by the government of UK, in 2015, the first report over thepregnancy and maternity discrimination was filed by the BIS (Business, innovation and skill) andEHRS (the Equality and Human Rights Commission) on this discriminatory practices at the

workplaces of the UK. The research shows the result of good employer attitude towards,treatment of new and expectant mothers and it also depicted some worrying results (Pregnancyand maternity-related rights, 2018). The result has highlighted the fact that discriminatingpractices with mothers and prospective mothers have increased in last 10 years. It was presentedin the report by Equal importunity commission in 2005. However, the research shows the finding that more than 77% of the women who weresurveyed reported at least one potential discrimination and 66% of them have experienced two ormore of such experiences (Equal Opportunities Under The Equality Act 2010, 2018). 89% of theemployer who were surveyed stated that it is easy to protect an employee from being treatedunfavourable because of their pregnancy or being on maternity leave. This shows a mismatchbetween the employee experience and the understanding of the employer over discrimination. On the contrary, half of mothers reported a negative impact on their career, such as beinggiven duties at a lower level, being treated with less respect or feeling that their opinion was lessvalued as a result of their pregnancy and on an average there were 260000 mother affected bythis in a year (SUPPORT WOMEN'S RIGHT, 2018). Approximately, 20% of under the surveypopulation have faced harassment or negative comments due to their pregnancy of working in atflexible hours from their employer or colleagues. There are discriminatory practices against thepregnant women or mother as they are either dismissed or made compulsory redundant from thejob or are treated poorly so they might leave the job. This happened with around 11% of thewomen under the survey which could amount to almost 54000 women a year. 10% said that theiremployer had discouraged them from attending antenatal appointments.The report given by the House of common over the women and equality defining theemployment opportunities for the Muslims in the UK outlines the status of working women andthose who have children (mother) or going to have one (prospective mother) (Key EmploymentRights, 2018).. There is a stigma around the Muslim women and the mothers who leave theirchildren with somebody else while they are working. The Equality act, 2010 have provisionsrelated with Statutory Maternity Leave, Time off for Antenatal Care, Health and Safety RiskAssessments, Health and Safety Risk Assessments, Performance Management and Absence andSickness of mothers and pregnent employees within organisations of UK Actions taken:

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