Employers can enforce dress codes only within the confines of the discrimination law. For example, a requirement for a female receptionist to wear high heels is illegitimate since no equivalent requirement is placed on male employees. Employers that want to enforce a dress code should consider the discrimination law and whether their proposals meet it. A recent Jersey case illustrates how this works.
Lawyers are often asked to review employment contracts, including post-termination restrictions. It is increasingly common to see covenants that either restrict the former employee from holding any interest in a competing business or limit the amount of shareholding that they can have. If a contract uses this language, it could lead to the entire restrictive covenant being unenforceable.
A recent Jersey Employment and Discrimination Tribunal case has provided guidance on the Discrimination (Jersey) Law 2013. The case highlights some important points for businesses to remember, including that the £10,000 limit per complaint applies to each type of complaint (ie, direct discrimination, indirect discrimination or harassment).