The HR Hero Weekly Update

Hello to all our lovely HR Hero's!

This week, I've been mostly talking about?Equality, Diversity and Inclusion(EDI).

Which included delivering training for our local Chamber of Commerce.

We looked at the statutory responsibilities of employers and the benefits for organisations to go beyond compliance and embedd EDI practices throughout the employment lifecycle.

What should be included in an EDI policy and 6 steps to creating an EDI strategy.

Together with, how to create meaningful activity verses token gestures.

And if you're still unsure about the value EDI can bring, there are loads of reports and statistics out there.

Including an article in People Management, that explains that two-thirds of UK workers would look for a new Job if their employer did not prioritise EDI.?Read the article in?People Management.

Employment Law: Disability Discrimination - Making Reasonable Adjustments

In the case of Hall v Let's Explore Limited, a children's soft play area.?The employer knew about the employees disability; carpal tunnel syndrome.??

Reasonable Adjustments were not considered and implemented within a reasonable period of the employee raising her grievance.?

The judgment states:?

"The respondent is a children’s soft play area.

The claimant [was] a receptionist.

The reception desk was designed as a boat.

The claimant… has carpal tunnel syndrome (‘CTS’).

The respondent had actual knowledge of the claimant’s disability at least from 8 August 2018 and they knew or ought to reasonably be expected to know at least from when a risk assessment was undertaken, about the substantial disadvantage of the desk and related activities having regard to the CTS.

The physical feature of R’s reception desk did put the claimant at a substantial disadvantage by reason of her CTS because of the height of the shelf on which the monitor rested and because of the height at which the till was positioned and/or because of inadequate design or space within the desk, causing pain and discomfort in the claimant’s hands, compared to a person without that disability.??

The Tribunal further concluded that the height of the shelf, or the height at which the monitor or till was positioned could have been adjusted to remove the disadvantage, alternatively, more space could have been created within the design of the desk area.??

There was no evidence before the Tribunal to suggest this could not be done or why this could not be done. They were reasonable adjustments.

In relation to the use of the card machine and the cordless phone, the Tribunal concluded that the PCP of using those devices manually and repetitively for payment and scanning respectively, did substantially disadvantage the claimant because of her CTS as the repetitive nature of those tasks caused her pain and discomfort, compared to a person without that disability.??

The Tribunal further concluded that the use of the card machine could have been adjusted by being located/fixed in a secure cradle and in relation to the phone, a headset device could have been provided to free up use of both hands.??

There was no evidence before the Tribunal to suggest these adjustments could not be done or why this could not be done. They were reasonable adjustments.

These adjustments ought to have been considered and implemented within a reasonable period of the claimant raising her grievance on 21 August 2018. The Tribunal assessed that period to be 3 months."?

Click here?to read the judgement.?

Employment Law: National Minimum Wage Rates 2023?

The Government?has announced the rates of the National Living Wage (NLW) and National Minimum Wage (NMW) which will come into force from April 2023.?

A press release from the Government stated,?"The increases announced today will support the wages and living standards of low-paid workers at a time when many?are feeling increased pressure from a rising cost of living. They are recommended against a backdrop of a tight labour market where unemployment is at record lows and vacancies remain high as businesses compete to recruit and retain staff."

You can read the Government press release by?clicking here

The rates have increased from 47p to ￡￡1.00 depending on age, an increase between 9.7% and 10.9%, compared to the current rates.

The National Minimum Wage Rates from 1 April 2023 are as follows:?

? Rate from April 2023 Current rate (April 2022 to March 2023)

National Living Wage. ￡10.42 ￡9.50?

21-22 Year Old? ￡10.18 ￡9.18?

18-20 Year Old? ￡7.49 ￡6.83?

16-17 Year Old? ￡5.28 ￡4.81?

Apprentice? ￡5.28 ￡4.81????

That's it from me for this week, have a wonderful weekend!

Take care, Kate ????

PS.??If you need extra help and support,?and would like to chat, then book a FREE virtual 'Coffee with Kate'

Disclaimer:??Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.?If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.