As an games industry employer in the UK, it is important to understand the legal obligations you have to ensure that employees are not discriminated against due to pregnancy, maternity, paternity, or parental status. Discrimination on these grounds is considered unlawful and can result in legal action being taken against your company. Here are some ways you can make sure that your employees are not discriminated against due to these reasons…
Firstly, it is important to have policies and procedures in place that clearly state the rights and entitlements of employees when it comes to pregnancy, maternity, paternity, and parental leave. Make sure these policies are easily accessible to all employees, and that they are regularly reviewed and updated in line with any changes to the law.
These policies should outline the company’s commitment to non-discrimination, and provide information on how to request time off and return to work after taking leave.
Secondly, ensure that all employees are aware of their rights and entitlements related to pregnancy, maternity, paternity, and parental leave. This includes making sure that managers and HR staff are fully trained on the legal requirements and company policies related to these areas.
Regular training and updates should be provided to ensure that all staff are up-to-date and informed.
Thirdly, it is important to ensure that all staff are treated fairly and equally when it comes to recruitment, promotion, and training opportunities. This means taking steps to avoid any potential bias or discrimination based on pregnancy, maternity, paternity, or parental status.
For example, ensure that job advertisements and interview questions do not discriminate against candidates based on their family status, and that employees are not overlooked for promotion or training opportunities because of their parental or care-giving responsibilities.
Fourthly, make reasonable adjustments to support employees who are pregnant or have childcare responsibilities. This may include providing flexible working arrangements, such as remote working or adjusted working hours, or offering support with childcare costs.
Ensure that these adjustments are made fairly and consistently, and that all employees are aware of their entitlements and the process for requesting adjustments.
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