Monday, 24 May 2010

Employment Law Seminar: making sense of new equality laws

Mayo Wynne Baxter's Employment Team have announced they’re joining forces to help employers understand a raft of new legislation.

In the wake of the Equality Act and extra rules on long-term sickness, Mayo Wynne Baxter and Martin Searle Solicitors will lead an Employment Law Update on 17th June. This informal event is part of a series run by pressure group LEADER (Local Employers Acting on Diversity, Equality and Race).

The seminar will interest those who have people management responsibilities within the private or public sector. Our very own Employment Law Specialist, Martin Williams, will be contributing his insight and wealth of experience; covering a multitude of topics, including:

PART I - What is new about the Equality Act?

- How discrimination law will be harmonised and extended
- Cover for "associative" and "perceptive" discrimination
- The concept of justification
- Third-party harassment
- The extent of positive discrimination
- The limitations on pre-employment health questionnaires
- When pay is and is not a secret

PART II - Managing ill health in the workplace and avoiding disability discrimination

- Adopting a fair procedure to any dismissal
- Ill health as a reason for dismissal
- The new Statement of Fitness for Work "Fit Notes"
- Disability and employment law
- What is disability discrimination and how has this changed with the introduction of
the Equality Act

This event is taking place at Brighton’s Holiday Inn and kicks off at 8.30am to 10.30am. The seminar is free to LEADER members and a one-off fee of £15 to £25 for non-members can go towards annual membership.

Don’t forget you can follow us on Twitter where we’ll remind you about our seminar nearer the time, as well as regular tweets on Mayo Wynne Baxter news and views. For further information, or to book your space at this event, email liz.kite@brighton-hove.co.uk or call 01273 291577.

The contents of this article are intended for general information purposes only and shall not be deemed to be, or constitute legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article.

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