Under the Employment Equality Acts , sexual harassment and harassment of an employee including agency workers and trainees in the workplace are against the law. This includes sexual harassment and harassment by:. The Employment Equality Acts define harassment as unwanted conduct which is related to any of the 9 discriminatory grounds. Sexual harassment is any form of unwanted verbal, non-verbal or physical conduct of a sexual nature. The code seeks to promote the development and implementation of policies and procedures which establish working environments free of sexual harassment and harassment and in which the dignity of everyone is respected.
S.I. No. / - Employment Equality Act (Code of Practice) (Harassment) Order
Codes of practice are written in clear terms for lay people in order to provide practical guidance on specific topics. To date the following Codes have been issued:. The legal effect of the Codes is that whilst a breach of any of the Codes does not render a person liable for proceedings, they are admissible and are to be taken into account if relevant in any proceedings before the Employment and Equality Tribunal. See downloadable documents for copies of the Codes.
As organisation members we strive to abide by their Codes of Practice, as well as our own. To ensure that the recruitment process carried out by Richmond Associates is conducted ethically and to the highest standards with due regard to the relevant legislation and statutory codes. I Richmond Associates will at all times carry out its business in a professional and ethical manner and will constantly strive to maintain its high standards and quality of service. III Richmond Associates will at all times encourage equal opportunity and discourage discriminatory practices. IV Richmond Associates will ensure that its staff are informed and trained to carry out their duties effectively and that part of their training will include awareness of the Code of Practice.
The government equalities office published a report on dress codes and sex discrimination in May When doing so, it is important to ensure the standards that are imposed to men and women are both equivalent to avoid sex discrimination. Any less favourable treatment to one sex could be direct discrimination. The report also confirms that it is best to avoid gender specific prescriptive requirements. Employers must keep equalities concerns in mind when implementing dress code policies.