Other remedies
Article Abstract:
UK employees who suffered workplace sexual harassment have legal recourse for unfair dismissal under the Sex Discrimination Act 1975 and the Employment Rights Act 1996. Unfair dismissal claims can be based on either constructive or express dismissal, although compensation may be limited. Tort or contractual breach actions can be brought in some instances. Harassment carries potential criminal penalties as well. Harassers can be fairly dismissed if employers are reasonably sure of misconduct. The pending Protection from Harassment and Dignity at Work Bills are discussed in detail.
Publication Name: Industrial Relations Law Bulletin
Subject: Law
ISSN: 0969-3637
Year: 1997
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Protection from Harrassment Act 1997
Article Abstract:
A combination of civil and criminal remedies for harassment have been created in the UK through the Protection from Harassment Act 1997. The law established a statutory harassment tort and two levels of criminal offenses. Although all forms of harassment are potentially covered, the law is primarily aimed at stopping and punishing stalkers. An intent to harrass does not have to be proven to convict under this law.
Publication Name: Industrial Relations Law Bulletin
Subject: Law
ISSN: 0969-3637
Year: 1997
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Sex discrimination
Article Abstract:
The UK Sex Discrimination Act 1975 is the basis for preventing sexual harassment at work. Employers can be held vicariously liable for the employees' acts unless the employers can demonstrate efforts made to prevent harassment. In some instances, harassers can be found personally liable as well. Compensation may be awarded if there is less favorable treatment based on sex, creating a detriment to the victim.
Publication Name: Industrial Relations Law Bulletin
Subject: Law
ISSN: 0969-3637
Year: 1996
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