Summary

Prevention is better than intervention

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.

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. Enquire about our training opportunities and masterclasses, or express interest for one of our discussion groups to learn more about how our proactive approach to human resources can benefit the commercial objectives of your business.