In February, the lesbian, gay, bisexual, transgender, and non-binary (LGBT+) community, as well as all of its allies, will celebrate LGBT History Month, which is a month-long annual celebration. In our article, we take a look at how businesses can improve their practices to better support their LGBT+ employees.

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Sarah Lovell

About Sarah Lovell

Sarah is a hugely experienced litigator, having successfully defended many claims in both the Employment Tribunal and the Employment Appeal Tribunal. She has dealt with a wide range of claims, including all forms of discrimination, unfair dismissal, wrongful dismissal, whistleblowing and holiday pay claims.

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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.

By Claire Maclean