This legislation provides workers - in employment and vocational training - with protection against discrimination, victimisation and harassment on the grounds of their sexual orientation, perceived or the orientation of those with whom the individual associates.
In certain circumstances, ex-employees may be able to raise a complaint after the working relationship has ended. Sexual orientation, as defined by the regulations, covers:
- orientation towards people of the same sex (lesbians and gay men);
- orientation towards people of the opposite sex (heterosexual);
- orientation towards people of the same sex and opposite sex (bisexual);
Organisations should consider whether their policies and procedures for granting time off for dependants, or bereavement leave, discriminate on the grounds of sexual orientation either intentionally or indirectly.
In certain circumstances, employers may be able to recruit an individual purely on the basis of their sexual orientation. This would need to be justified, however and further legal advice should always be sought before attempting to apply an exception to the legislation.
Employers should treat all workers with respect and dignity and deal with any personal matters in a professional and confidential manner. Equality policies should remind employees of their responsibilities to treat everyone with respect and should also set out what employees can expect from the company in return.
Links
In addition to the links below, others of relevance can be found on this section's Sex Discrimination page.
- Stonewall
- Stonewall works to acheive legal equality and social justice for lesbians, gay men and bisexual people.
- Scottish Trades Union Congress
- Includes advice and guidance on trade union groups supporting lesbian, gay and transgender workers.
- Equality Network
- The Equality Network campaigns for human rights for lesbian, gay, bisexual and transgender people in Scotland.
