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If your HRIS isn’t trans-aware, it could cost you
25 April 2018

A transgender Primark employee recently won nearly £50,000 in compensation as a result of bullying that started after the firm’s HR information system (HRIS) proved incapable of consistently using the employee’s chosen name, rather than their birth name. Laurence Anstis, Director in our Employment Law team, looked at this case for a recent article in Human Resources Magazine.
He set out how this case highlights an issue HR professionals need to consider. Does your HRIS have a ‘preferred name’ function, and is everyone using it correctly? Do your anti-discrimination policies properly reference gender reassignment discrimination and the need for confidentiality in those circumstances? And do operational staff have greater access than they really need to information on the HRIS? If it can happen to a big employer like Primark, it can happen to anyone. Don’t caught out by something that should really be a common courtesy, not a glaring software flaw.
You can read the full article here.

Consistent with our policy when giving comment and advice on a non-specific basis, we cannot assume legal responsibility for the accuracy of any particular statement. In the case of specific problems we recommend that professional advice be sought.

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