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Does ‘baldness’ amount to ‘Harassment Related to Sex’?

This week a decision in the Employment Tribunal has been hitting the headlines for any Employment Tribunal found that a male employee was subjected to harassment relating to sex when he was referred to as “bald” during an argument. 

The case has overlooked the difference between sexual harassment and harassment related to sex. 

This case related to harassment related to sex only, and the Tribunal had to consider whether the unwanted conduct related to the employee’s sex. 

Vaishali Thakerar
Director and Employment Solicitor,
Vaishali Thakerar at Lawson West Solicitors

 

“Looking at the matter, it was found by the Tribunal that women and men can both be “bald” but the Tribunal noted that baldness is much more prevalent in men and that it is more likely that a male person would be at the end of receiving such comment.  The Tribunal concluded that there was a connection between the word “bald” and protective characteristic of sex and it found that baldness is inherently related to sex.”

This was reported in the matter of Finn v 1) The British Bung Manufacturing Company Ltd; and 2) King.

 

 

 

Trusts: warning of HMRC penalty for not registering by 1st September!

Have you heard about the Trust Registration Service?

The Trust Registration Service (known as the ‘TRS’), established under the Money Laundering, Terrorist Financing and Transfer of Funds (Information on the Payer) Regulations 2017, has recently been amended under the Money Laundering and Terrorist Financing (Amendment) Regulations 2020.

The TRS was originally introduced as a way to keep track of all UK trusts that have to pay relevant taxes, however in a bid to combat Terrorist Financing, the TRS has been expanded to include nearly all express trusts that are either UK trusts, or have a UK element.

This means that any trusts that fall within the scope of the new regulations, and were in existence after the 6th October 2020, need to be registered with the TRS (even if they need to be subsequently closed if they have since ceased).

Whether a trust is a qualifying trust is a complicated matter, and we advise that you seek legal advise about any trust that you know exists as a matter of urgency to confirm whether or not the trust requires registration, as these trusts need to be registered with the TRS by 1st September 2022 to avoid incurring a fine with HMRC.

 

Common trusts that will require registration are:

  • Gifts to children (under 18 years) in Wills

  • Life Interest / Bloodline Trusts in Wills

  • Discretionary Trusts (lifetime or Will)

  • Properties with Declarations of Trusts in place, where there is a person benefitting from the property who is not on the proprietorship register

 

If you are unsure if your trust needs registering, please contact a member of our Probate, Wills and Trusts team who will be happy to help. We can assist in registering your trust if you require our assistance with too. Contact Us

Divorce: ‘Clean Break Orders’ can stop a future claim for pension or wealth

Importance of a financial order and the perils of not having one

Many people understandably think that once their final divorce order is made, that also brings an end to the financial claims that the husband and wife can make against each other.

The reality is that the financial claims a married couple have against each other live on long after the divorce has ended.

The court has the power, on application by either spouse, to make orders for lump sums, property transfer or sale, spousal maintenance, and pension sharing. Most of those claims are extinguished when the spouse making the claim remarries but otherwise, it is open to either one to make an application to court.

wedding ring family law and divorce

Example – a financial claim after 27 years of separation

Delay will affect the way the court views the application. For example, where a wife makes a claim out of the blue, many years after the divorce finishes on discovering their ex-husband has made his fortune, the court is bound to think carefully about awarding a lump sum. This situation arose in the case of Wyatt v Vince [2015]. The couple had been together for 2 years, living on benefits. There was one child of the relationship. Years later, the husband developed a successful eco energy company and the business was worth millions at the time of the wife’s claim some 27 years after separation. The claim was originally struck out by the court, but on appeal to the Supreme Court that decision was overturned. The court found that the standard of living enjoyed by the parties before the breakdown could not have been lower. The wife made no contribution, direct or indirect, to the creation of the husband’s wealth.

The delay in bringing the claim may eliminate the claim altogether, but the couple agreed in the end that the wife should have a lump sum of £300,000.

divorcing woman

Example – pensions could be at risk

Another situation where claims may arise is where pensions have not been dealt with after divorce. They may not seem important at the time but as the couple approaches retirement, the partner with less pension rights may reflect on this, and consider claiming a pension sharing order or lump sum to compensate them for their loss of pension rights. Their claims will still stand, even if they have remarried.

Example – lump sum payments

A further risk is that claims for spousal maintenance are not dismissed on divorce and if the parties’ financial circumstances change for instance if one spouse becomes unable to work or the other earns considerably more than before, they may wish to claim maintenance. The court can “capitalise” this by awarding a lump sum instead of ongoing maintenance payments.

 

It is always a good idea to seek expert legal advice on divorce. The divorce itself is a simple process but it is a mistake to think that the divorce ends financial claims arising from the marriage, and serious consequences can arise if these are not properly dealt with.

A Clean Break order, dismissing all the remaining financial claims a couple has against the other is often easy to obtain. Here at Lawson West we have a highly experienced team of family lawyers who can help you achieve the outcome you need. Contact Us.

Employment Law: Fire and Rehire and the New Code

 

To date there is no legislation on the issue of fire and rehire and whether the process is fair or not, is an issue to be decided by the Employment Tribunals in accordance with case law when the issue is challenged. 

New Statutory Code of Practice

– see Government information on this

On 29 March 2022 the Government has announced that there is to be a new Code and it is anticipated that this will provide guidance on the steps that need to be taken in order for there to be a fair, transparent and meaningful consultation on any proposed change of terms and conditions of employment.

The new Code is to also detail as to how businesses should hold a fair consultation on proposed changes to terms which is very topical considering the P&O Ferries dismissals.

Failing to Comply with New Code

When cases go before the Employment Tribunal this Code must be taken into account including claims for unfair dismissal.  In addition to this, if an employer fails to comply with the Code, there could be an increase to the compensation by 25% similar to the ACAS Code on Disciplinary and Grievance Procedures.  Therefore, if you are a business looking to restructure your workforce or planning to make changes to staff’s terms and conditions, you must take into account the new Code of Practice and legal advice on any proposals before making changes.  This new guidance is also likely to lead to an increased number of Tribunal claims and therefore there is also risk for a business to face reputational damage if the procedure is not handled correctly or fairly. 

If you are an employee and you feel that you have been dismissed unfairly due to changes in your terms and conditions of employment, then please do not hesitate to contact us. We have helped many people who have been dismissed unfairly.

employment

Should you require further assistance, then please Contact Us here. If you complete our enquiry form a member of the employment team will call you straight back.