Call today for a free initial chat with an Employment Lawyer on (09) 214 5780.*
Employment related unlawful discrimination is prohibited by the Human Rights Act 1993 and the Employment Relations Act 2000. While there is an overlap, only the Human Rights Act will cover applicants for work and post employment vicitimisation.
Both Acts do not prohibit discrimination generally but instead prohibit discrimination one of the prohibited grounds. The prohibited grounds are: Sex (including pregnancy and childbirth); Age, Race or colour; Ethnic or national origins; Religious or ethical belief; Sexual orientation; Political opinion; Religious belief; Marital or family status; Disability; Employment status .
It is also unlawful to discrimination on the grounds of involvement in the activities of a union. From 01 April 2019, it is unlawful to discriminate on the grounds of being affected by Domestic Violence
The main forms of prohibited discrimination can be summarised as follows:
Where an employee has a disability (which Is widely defined), the employer has a duty to accommodate the needs of that employee to the extent it is reasonable to do so.
Most claims for discrimination can be brought under the Employment Relations Act 2000 in the Employment Relations Authority (the first step is to raise a personal grievance see Personal Grievance) or the Human Rights Act 1993 in the Human Rights Review Tribunal. There are advantages and disadvantages to both proceedings and employees who think they may have a claim for unlawful discrimination should promptly seek advice on the appropriate forum and the applicable time limits.
If you have or are being discriminated against, contact us on (09) 214 5780. We may be able to stop it happening, or if things have gone too far, we can seek a negotiated severance for you.
* Provided we do have a conflict of interest and that there is no other reason why we could not act, we are happy to have initial 15 minute telephone consultation free of charge.
Disclaimer: The above information is for information purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on the information given.