Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
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[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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Search - Tips & Advice Business Database
A disabled employee whose line manager described her as “lively” has won her tribunal claims for discrimination and harassment. The tribunal awarded her £4,000 compensation. Why was this description
problematic?
A disabled employee has successfully claimed discrimination after her employer failed to provide her with adequate toilet access. This case highlights two important points, so what do you need to
know?
If an employee is closely associated with a disabled person, e.g. a child, spouse, relative or friend, you must not discriminate against them because of it. OK, but are you required to make
reasonable adjustments for your employee?
Reasonable adjustments should be made for any disabled employee who is placed at a substantial disadvantage due to a provision, criterion or practice, e.g. workload. But must an adjustment be
implemented if there’s a chance it won’t work?
In September 2023 it was reported that an employee has won her tribunal claim for “menopause discrimination” and been awarded £64,000 compensation. Is the menopause now a protected
characteristic under the Equality Act 2010?
The Employment Appeal Tribunal has ruled that an employee who submitted a tribunal claim six years late must be allowed to proceed with it. Does this decision open the floodgates to other historic
claims?
If you employ, or are thinking of hiring, a disabled person, you must consider whether any workplace adjustments are necessary. But one thing often puzzles employers here: just how much money are
they expected to spend?
If you offer a job to a disabled person, they’re likely to accept it on the basis that you make any reasonable adjustments which are necessary. But what happens if you don’t make them?