You are responsible for the health and the safety of your staff. Including you.Īlso, make clear in the handbook what someone must do if they want to report an incident or raise a grievance, and keep everything confidential. On the other side, outline the standards that you expect of your employees, including senior staff. Set out behaviours that you won't tolerate, and explain the procedures that you'll go through if you need to investigate a possible case of unfair treatment.
PREFERENTIAL TREATMENT AT WORKPLACE UPDATE
Whenever you update a policy, email the new version to your teams. Put these policies in your staff handbook and make sure all staff get a copy when they start. You should let all staff know that you operate anti-bullying and anti-harassment policies.
PREFERENTIAL TREATMENT AT WORKPLACE HOW TO
How to control and prevent unfair treatment Otherwise, you risk facing a disability discrimination claim.
Again, you should take steps, where you can, to allow for these illnesses. You might find that people in these situations need to take more sick days off than other staff, due to the issues they face day-to-day. If any of your staff have a disability or a mental health condition, you should take reasonable steps to try to make their job easier for them.įor example, can you make changes to the office workstation for a disabled employee?Īlso, make sure all of your staff know that taking a sick day for a mental health condition is just as valid as something like flu or a physical injury. Demotion, transfer, or dismissal without a fair disciplinary procedure.Making someone's life difficult with unfair criticism and menial tasks.Excusing such comments in the name of 'banter'.
Making offensive comments, emails, or social media posts to or about someone.Overlooking someone for a promotion for no good reason.Unfair treatment happens up and down the chain of command.Įxamples of unfair treatment at work can include: Unfair treatment in the workplace examples It's up to you and your staff to lead the way in enforcing a zero-tolerance policy towards bullying. But it's still bullying, and it can have a strong negative effect on a person. For example, ridiculing somebody because of their clothes or their outside interests. It isn't illegal to engage in behaviour that we often know as bullying, though. It's illegal to treat somebody in an unfair way, including harassment, because of any of their protected characteristics:
For some employees, feigning illness to stay off work will seem like a better option than facing a stressful situation that leaves them feeling mistreated. Academic studies have found that treating staff in an unfair way can drain them of energy and motivation. When this happens, you can expect their morale and their productivity levels to plummet. It can lead to them feeling upset, shamed, and even scared. Treating someone in your staff unfairly because of who they are is discrimination.
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