The case of Begum v Pedagogy Auras UK Limited, which was heard by the Employment Appeal Tribunal recently, has acted as a stark reminder that employers should be cautious when implementing dress codes, particularly when it could impact upon an employee’s religion or belief.

In the wake of this case, we've taken a look at its implications as well as those of implementing a dress code in the workplace. How should an employer decide what is appropriate attire for the workplace? And more importantly, how should they act if there is a concern that it constitutes discrimination?

Howells Solicitors offers a brief guide to help employers get it right.

Begum v Pedagogy Aurus UK Limited

The case mentioned above involved Ms Begum, a devout Muslim, whose religion required her to wear a jilbab (a long, loose fitted garment). When applying for a role at Pedagogy, a day nursery in Essex, Ms Begum undertook a half-day trial and was interviewed by the managing director, wearing her jilbab throughout. She was then offered an apprenticeship.More...

Howells Announces Extra Dates for Free Employment Law Seminars in Swansea and Cardiff

Are you up to date with the latest developments in Employment Law legislation? Would you like to find out more about recent changes in this area so that you’re able to safeguard your business and employees?

At Howells Solicitors, we appreciate that it can be difficult for busy people to keep up with the latest in Employment Law legislation. However, this complex area of the law has many implications for employers and employees alike, and understanding them is imperative.

In an attempt to assist those who would benefit from professional guidance in this area, Howells Solicitors are hosting two FREE Employment Law seminars for businesses based in Cardiff, Swansea and South West Wales. The first will be hosted at the Village Hotel in Swansea on the 7th of July, followed by a second at our Cardiff Offices on the 9th of July.

These seminars will provide practical, jargon-free advice and guidance regarding recent changes in Employment Law and best practice, and is aimed at HR professionals and senior management. However, the information we will be providing is relevant for anyone in business and all are welcome.More...

Howells hosted a free Employment Law seminar in our Cardiff office which provided HR and business professionals with the latest updates regarding changes in Employment Law.

The First of Three Seminars from Howells Solicitors

Luke Welsh, Head of Employment Law, presented to a full room imparting advice about a range of Employment Law topics including:

•    Shared Parental Leave
•    Recent Changes in Holiday Pay Legislation
•    The continued impact of Tribunal fees
•    An overview of the forthcoming Fit for Work National Scheme
•    The proposed changes pledged by the new Government in their manifesto

This Employment Law seminar was the first of three planned by Howells Solicitors over the next few months. We will be hosting similar events in Bridgend and Swansea, but will also consider presenting at other business events or for specific businesses.More...

With the General Election looming, office chat can often take a decidedly more political route than usual. However, whilst there’s nothing wrong with a good natured airing of opinion, there are instances when demonstrations of political allegiances are best left for outside of office hours.

Is it OK for an employee to display their party colours by wearing a politically endorsed t-shirt or badge to work? And what about displaying a party banner at their workstation? Can an employer prohibit these types of activities? Our Head of Employment Law at Howells Solicitors explains the dos and don’ts.

Politics in the Workplace

An employer has the right to enforce a dress code that it feels appropriate in the work place, and this means they can prohibit the use of items of clothing that support political parties. These guidelines should be set out in the company’s dress code or even in a policy on political activities in the work place.

Generally employers may feel the need to enforce a policy that prohibits politically endorsed items from being worn in the work place, particularly by members of staff who are ‘public-facing’. This will avoid creating an impression that the company is endorsing a particular political view. More...

Finding out you’re pregnant can bring with it a whole host of emotions, but worrying about your employment should not be one of them. While you’re pregnant, and throughout your maternity leave, not only are you protected by your statutory employment rights, but also by specific rights to protect you from pregnancy and maternity discrimination.

Examples of these include:

•    The right to a health and safety risk assessment
•    The right to paid time off for ante-natal care
•    The right to one year’s statutory maternity leave
•    The right to pay, holiday and benefits to which you are entitled

A full list of the rights and benefits to which pregnant women and women on maternity leave are entitled is available on the Maternity Action website. These rights are applicable to all women regardless of the number of hours they work or the length of their service.

If an employer fails to observe these rights and treats you unfavourably in any way, you can claim unlawful sex discrimination and take them to an Employment Tribunal.More...