The courts (and media) have no sympathy for businesses that don’t take discrimination and bullying seriously. And whilst you can’t control what your employees do and say – you can certainly take steps to prevent issues from arising and embed the right attitude into your business’ culture.

The Madgwicks team assists in all areas of anti-discrimination and equal opportunity law including unlawful discrimination, flexible work practices, bullying and harassment and workplace diversity.

One of the biggest hurdles for businesses in this area is that even managers with the best intentions can inadvertently break an anti-discrimination or equal opportunity law. Managers, especially when promoted internally from a technical area of specialisation, are rarely given training in their new responsibilities and expectations. And actions that might sometimes seem like common sense – are actually unlawful.

The Madgwicks Workplace Relations team helps managers and HR professionals implement policies and processes that are followed. We visit your premises; we invest time to learn the dynamics of your business; and we educate you about what we’re doing and why. One of our commitments to clients is to be ‘easy to work with’. Practically, this is how we deliver on that promise.

When things don’t go as planned, our team has significant experience working with employers to defend complaints and appear in conciliations, mediations and Tribunal and Court proceedings.

Like most things in law – prevention is the best strategy. It saves time, money and headaches. This is an area where that is unquestionably true. Your future, current and former employees deserve a fair and safe workplace.

Our Experts

Thought Leadership & Past Experiences

Court awards damages for building works not completed in a reasonable time

Renovations dragging on? A recent decision determined there was an implied term that building works be completed within a reasonable period of time.
20 March, 2019

Employer fined for making returning mother redundant

It’s an all too familiar scenario. A valued employee takes her statutory entitlement to maternity leave and applies for a flexible work arrangement such as part-time work upon returning to work. However, whilst the employee has been away on parental...
25 August, 2016