Legislation that came into force on 1st December 2003 offers protection for workers from discrimination and harassment at work on grounds of sexual orientation.
The Employment Equality (Sexual Orientation) Regulations (Northern Ireland) 2003 and Equality Act (Sexual Orientation) Regulations (Northern Ireland) 2006 (as amended) outlaw discrimination and harassment on sexual orientation in large and small workplaces, both in the private and public sectors. They cover all aspects of the employment relationship, including recruitment, pay, working conditions, training, promotion, dismissal and references.
The above mentioned regulations define sexual orientation as a sexual orientation towards persons of:
This is where a worker is treated less favourably because of their sexual orientation, when compared with another worker (known as a 'comparator') of a different sexual orientation, but who otherwise shares the same or similar (but not materially different) circumstances as the complaining worker.
The comparator's circumstances do not need to be identical (in terms of the type of job, job level, job experience and seniority, etc.), but must not be wholly dissimilar. If a suitable comparator cannot be found, then a 'hypothetical comparator' can be used instead, who would be deemed to have the same employment as the complaining worker (such as their title, role, level etc). An Industrial Tribunal has the power to decide the particular circumstances of a hypothetical comparator (such as their personality).
Direct discrimination also extends to protecting a worker if you treat them less favourably based on:
You cannot defend against a claim of direct sexual orientation discrimination 'justifying' it (arguing that your actions were a proportionate means of achieving a legitimate aim). There is, however, an exception whereby direct discrimination is allowed in circumstances where it is required in order to comply with another law or a genuine occupational requirement applies to the job.
This will occur where you apply a formal or informal provision, criteria or practice equally to all the workers in the workplace that puts members a group with a particular sexual orientation at a particular disadvantage when compared with other workers and a worker within that group actually suffers the particular disadvantage.
It does not matter whether or not this has been done intentionally.
For example, if you introduce a policy stating only employees who are biological parents may go on a child-care training course, this policy may result in homosexual employees suffering a disadvantage when compared to heterosexual employees, as homosexuals are less likely to have given birth to or biologically fathered children, but may have adopted them. In this case, a homosexual employee would have been eligible to go on the training course had it not been for the policy.
You can defend against indirect discrimination claims by justifying the use of the unlawful practice, provisions or criteria, if it can be shown that its application is a proportionate means of achieving a legitimate aim.
Harassment is unwanted conduct towards a worker by an employer or another worker because of that worker's sexual orientation. This applies to any conduct that violates a worker's dignity or creates an intimidating, hostile, humiliating, degrading or offensive environment, even if it was not intended as such.
If it is reasonable that the unwanted conduct has had an intimidating or humiliating effect on the worker, then you may have a harassment claim made against you (even where the harassment was unintentional). A worker will not be protected if they are over sensitive and unreasonably take offence to an innocent comment.
Employers are liable for any acts of harassment undertaken by their employees in the course of their employment – whether they knew about it or not – if they fail to take reasonable steps to prevent it. 'In the course of employment' means 'done whilst at work' or 'done while 'in a workplace-related environment'. Employers can't defend a claim of harassment by showing that they did not authorise it or on the grounds that the actions were reasonable or warranted.
You can, however, escape liability for harassment, if you took reasonably practicable steps to prevent it.
Victimisation happens when a worker is treated less favourably than another worker because:
There are a few exceptional circumstances where discrimination on the basis of sexual orientation will not be regarded as unlawful. Some of these include:
In some circumstances, you may encourage or offer support specifically to people of a particular sexual orientation. This is called 'positive action' and is, in certain circumstances, allowed under sexual orientation discrimination laws.
Positive action is not unlawful where you provide the following to persons of a particular sexual orientation, in order to prevent or compensate for disadvantages linked to that sexual orientation, which such persons might suffer when doing the work:
Positive action is not the same as 'positive discrimination', which is where members of a particular group who have a protected characteristic are treated more favourably regardless of their circumstances. Positive discrimination is unlawful.
If you dismiss an employee, or if an employee resigns because they claim that they have been discriminated against by you, then they may make a complaint of unfair dismissal to an Industrial Tribunal. In addition, they may also claim for damages on the grounds of discrimination which they will be able to do regardless of their length of service.
A complaint must be presented within three months from the date of the act complained of, unless the tribunal considers that it is fair and reasonable in the circumstances to hear the claim outside that period.
While there is a limit on the amount of compensation a tribunal can award for unfair dismissal, there is no limit in cases of unlawful discrimination.
More information on the legislation can be found on the.
You can get more information from the, which offers free, confidential and impartial advice on all employment rights issues. You can call the LRA helpline on 028 9032 1442, from 09:00 to 17:00, Monday to Friday.