High risk of high heels!!
A recent case where a receptionist was told by her employer that she must wear heels of between 2 and 4 inches as well as makeup complying with a colour chart she was provided with, has caused an uproar, leading to over 100,000 signatures on an online petition the lady in question started, meaning that the issue will be debated in parliament.
The question of whether it is discriminatory to require a woman to wear heels is, of course, at the forefront of this. Certainly a man would not be required to wear heels and there is no objective justification for the requirement, therefore it would seem that it would be found to be direct sex discrimination.
What it does high-light, is the need for all employers who have a dress code policy to review it to ensure that it is not outdated. Employers should also be alive to the issues that can arise when outsourcing to other companies. This lady was employed through an outsourced reception company, whose policy it was. That company has hastily changed it’s dress code policy to ensure that all women may wear flat shoes.
Testimonials
“I would like to say how helpful, supportive and knowledgeable you have been throughout my whole wrongful disciplinary and subsequent ACAS procedure I have been through. Your responses to anything I have sent have been quick, professional and of such high quality, making me feel reassured in my position. Excellent all round, very much appreciated. Thank you”
LJ South Lakes – Unfair Dismissal
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Local Solicitor’s Firm – Employment dispute
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Cath Billington – Small School Business Manager, St. Mary’s CE Primary School
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In the twelve months they have been handling our payroll, the service we have received has been exceptional, something they consider to be the ‘norm’. Gail and Clare are always willing to help with any queries we have, including issues which were outstanding from our previous provider. They have certainly made my life easier in terms of processing payroll which is down to their dedication to getting things right first time.”
Vicki Hayward – Business Manager Archbishop Temple School Preston
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CB Endmoor – Contract dispute
CB Endmoor – Contract dispute
“Over the years we have built a positive working relationship with Gail, dealing with our own internal employment law issues and also by introducing Gail to our clients to assist them with their issues. We have always found her advice practical and efficient, delivered in a professional but understandable way. I personally have no hesitation in recommending Gail to other businesses”.
Phil Ellwood Managing Director Kendal – Lamont Pridmore
“We have worked very successfully with Gail Escolme over a number of years on personnel issues. We prefer to handle most of this work in house, but where extra external professional advice is thought necessary Gail is always our first stop. This has resulted in a very cost effective approach to personnel management, but with the confidence of an experienced professional behind the scenes. Undoubtedly this has led to a significant improvement in performance across our operating companies and hence profitability and business success”.
Jim Walker Chief Executive Lake District Estates, Ravenglass & Eskdale Railway, Ullswater ‘Steamers’
Lake District Estates
“Gail has worked with us for several years as our employment law specialist. We appreciate her clear and practical advice which is given in plain English rather than in legal jargon. She is professional but very approachable and having her expertise on hand is very reassuring in the ever changing world of employment legislation.’
Julie Chapman, HR and Finance Director, Castle Green Hotel in Kendal.
Julie Chapman, Castle Green Hotel
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CB – Settlement Agreement
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DE – Employment dispute
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AR – Settlement Agreement
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JC – Redundancy
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CF – Settlement Agreement
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CH – Settlement Agreement
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SL – Settlement Agreement
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RL – Holiday pay dispute
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CS – Settlement Agreement
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