With National Inclusion Week due to start on 23 September, in our latest insight we look at what it means to be an “inclusive workplace” in practical terms and what businesses can do to implement better employment practices.

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Mark Hamilton

About Mark Hamilton

Mark is a partner in Dentons' Employment and Labor practice. He has specialised in employment law since 1995. He advises on all aspects of employment law including Executive contracts and severances, TUPE transfers, collective employee relations, large restructuring and redundancy programmes, negotiation and termination of contracts and unfair dismissals. He is recognized as having both top class technical legal knowledge and an extremely pragmatic approach whether he is providing strategic advice or guiding clients through a complex dispute.

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Christie Jamieson

About Christie Jamieson

Christie is an associate in Dentons' Edinburgh office. She is a member of the People, Reward and Mobility practice group. She completed her training contract with Dentons in August 2021 and qualified the same month. Christie has a range of experience in UK employment law, including human resource advisory, litigation and corporate work. Christie has experience in contract review, due diligence exercises, advising on disciplinary and grievance procedures, and drafting settlement agreements, contracts, policies, handbooks, and redundancy documentation. Christie has a particular focus on tribunal litigation and has advised on and successfully defended various unfair dismissal, constructive dismissal and discrimination claims for a range of clients. Christie provides practical advice to clients in order to robustly defend claims. Christie advises clients on the merits of their case from the outset and throughout, taking account of both legal and practical considerations.

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No requirement to enhance pay for shared parental leave

We blogged in June last year about the employment tribunal claim of Ali -v- Capita Customer Management Ltd where Mr Ali was successful in his claim for direct sex discrimination. Female employees at Capita were entitled to 14 weeks’ full pay on maternity leave whereas fathers were only entitled to two weeks’ full pay on paternity and shared parental leave. Mr Ali's wife was advised to return to work early from maternity leave after being diagnosed with post natal depression. Mr Ali asked Capita whether he could take leave instead and was told he could take shared parental leave on statutory pay. The Tribunal found that this was direct sex discrimination.

By Claire Maclean