Join us on our Seminar in Manchester and enhance your understanding of Mental Health in the Workplace"Employers have a duty of care to their employees, which means that they should take all steps which are reasonably possible to ensure their health, safety and wellbeing. Demonstrating concern for the physical and mental health of your workers shouldn't just be seen as a legal duty - there's a clear business case, too. It can be a key factor in building trust and reinforcing your commitment to your employees, and can help improve staff retention, boost productivity and pave the way for greater employee engagement."ACAS
As businesses, organisations, employers and leaders, we’re all bound by the laws laid out in the Equality Act 2010.
This Act enshrines the right to not be discriminated against for in a number of ways.
An indvidual is protected under the Equality Act if they can show that they have been treated worse because of certain protected characteristics, like a mental health problem.
In the last two years alone, claims under the Act have cost individual employers like you from £20,000 to over £500,000.
These claims have happened for numerous reasons, however, the most important aspect of the law and the one that we all have the most to be wary of is that the discrimination does NOT have to be intentional, malicious or unlawful.
Mistakes in this area are costly, not just financially, but through irreparable damage to your brand’s public image. This can be devastating to a business like yours.
Ask yourself the following:
- Are you, your employees and business clued-up enough not to make a costly error?
- Are you and your organisation sure that everyone understands the complexities involved in serving the recognising mental health issues in an employee?
- Can you be sure the wrong behaviour at the wrong time could not cost you thousands?
- Do you know the different types of discrimination you could accidentally commit?
Remember, it is not just deliberate mistakes that run the risk of invoking the Act, simple misunderstandings can and do result in legal action too.
Ignorance is no excuse, and tribunals take no account of what you intended, only what you did.