We are pleased to be able to open our offices to clients and visitors once more as of 1 July 2020. All visits will be by appointment only.
To enable us to welcome you to the office in line with current Government advice, we have put strict guidelines in place to ensure the health and safety of our clients/visitors and our staff.
Please ensure you read our guidelines below BEFORE visiting our offices and follow them during your visit: Click here for full guidelinesClose
01 Sep 2016
The Women and Equalities Committee have reported that 11% of women have either been dismissed, made compulsorily redundant when others in their workplace were not, or treated so poorly they felt they had to leave their job as a result of being pregnant and/or a new mother. The Government are therefore being urged by the Committee to change the law to give new and expectant mothers additional protection from redundancy. The Committee are also pressing for a detailed plan in regards to the action that will be taken against employers for unacceptable levels of discrimination. The areas that require action appear to be twofold:
Raising awareness and increasing the numbers of new and expectant mothers that take action against their employers will act as a deterrent to all employers and they will be inclined to comply with the protection that is currently in place, whether you are a permanent and/or zero-hour contract worker. Knowledge of the protection that the law affords is paramount however equally as crucial is the underlying protection that is afforded in the individual contracts, signed by the new and/or expectant mother in question. Keeping up to date with the legal protection afforded to you is essential and this can be easily achieved with updates such as those published by the Women and Equalities Committee. Awareness of your legal rights and those afforded to you by your individual employment contract extends beyond discrimination against new and/or expectant mothers to all areas of discrimination under the Equality Act 2010 whether direct i.e. aimed at you personally as a result of your circumstances and/or indirect i.e. implementing a condition which cannot be met by you due to your personal circumstances. If you make enquiries you can always decide thereafter whether you wish to and/or feel able to pursue the matter any further.
Harding Evans is a trading name of Harding Evans LLP, a limited liability partnership, registered in England & Wales (registered number: OC311802), authorised and regulated by the Solicitors Regulation Authority (SRA number: 419663).