On our website, we look at the EHRC’s revised Code of Practice on services, public functions and associations, which will take effect on 5 August 2026, and explain the practical implications for organisations that are both employers and service providers. You can read our insight here [link].
About Claudia Pert
Claudia is an associate in Dentons' People, Reward and Mobility team, focusing on UK employment law. Claudia has experience in both contentious and non-contentious areas of employment law, ranging from advisory and transactional matters through to tribunal litigation. Her employment litigation experience includes acting on behalf of employers in defending unfair dismissal and discrimination claims. Claudia's experience also includes advising clients on ad hoc HR queries, disciplinary and grievance procedures, and reviewing contracts, company handbooks and policies. From a transactional perspective, Claudia has assisted with employment advice on corporate transactions, including due diligence exercises and reviewing employment provisions of transaction documents.
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No requirement to enhance pay for shared parental leave
We blogged in June last year about the employment tribunal claim of Ali -v- Capita Customer Management Ltd where Mr Ali was successful in his claim for direct sex discrimination. Female employees at Capita were entitled to 14 weeks’ full pay on maternity leave whereas fathers were only entitled to two weeks’ full pay on paternity and shared parental leave. Mr Ali's wife was advised to return to work early from maternity leave after being diagnosed with post natal depression. Mr Ali asked Capita whether he could take leave instead and was told he could take shared parental leave on statutory pay. The Tribunal found that this was direct sex discrimination.
