The joint Parliamentary Committees’ report on high heels and workplace dress codes was published on 25 January 2017. The report made nine recommendations about discriminatory dress codes in the workplace. The Government has responded to each of the recommendations, with the key responses being as follows:
- Adequate redress and sanctions are available for breaches of discrimination law in the Equality Act 2010 for job applicants and employees, but it is accepted that awareness of the law among employers and employees is patchy and there are bad employers who knowingly flout the law.
- The Government accepts it can do more to raise awareness and knowledge of employees’ rights and employers’ responsibilities and is working closely with Acas, the EHRC and the HSE to produce detailed guidance for employers, to help them to understand how discrimination law and health and safety law apply to all aspects of workplace dress codes.
This update provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Click on the links to access full details. If no link is provided, contact us for more information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.