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Christmas Bonuses for Female Employees Only


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The company I work for has a track record of not really giving a damn about it's employees, until they need something from them.

 

For the past decade or so, every Christmas, the company gives all of the female employees an expensive bottle of wine and gift vouchers for a few hundred pounds. But the male staff get nothing (doing the exact same job by the way).

 

Even a new member of staff (who only started 3 weeks prior to Christmas) got the wine and gift vouchers, and of course she's female.

 

It certainly seems discriminatory to me on the grounds of sex, but is it illegal?

 

I don't mind everyone getting the bonus, but just feel like its a kick in the teeth that only the female employees get it...if we all got a bonus that would be fine.

 

I look forward to your replies.

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Thanks for the reply, illegal was a bit strong I must say :oops:

 

But yes, I work just as hard as any other person in the office, (I've certainly worked harder than the new person, who I'm actually helping to train!)

 

So it looks to me as though the only reason I don't get anything is because i'm a man. I'm one of only 3 non-management males at the company head office, and non of us get anything at christmas, but all the women do (regardless of position).

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Hi

 

Have a look at this link from ACAS: http://www.acas.org.uk/index.aspx?articleid=1811

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I cannot give any advice by PM - If you provide a link to your Thread then I will be happy to offer advice there.

I advise to the best of my ability, but I am not a qualified professional, benefits lawyer nor Welfare Rights Adviser.

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The first thing to do is raise with your employer, in writing, that the less favourable treatment of denying you the benefit of the wine and vouchers because you are male is direct sex discrimination. (This would be a grievance even if you/they don't call it one.)

See how they respond.

 

If this doesn't resolve it, you could submit an Employment Tribunal claim.

Be aware that a claim would need to be submitted in 3 months less 1 day from the date that the female employees received the benefits. This is because that date will be treated as the date that they decided not to award the benefits to you this year.

Also, you would need to pay fees so resolving it with your employer is the best outcome.

 

You know your employer, so you are better placed to decide whether softly or full guns blasting is the best initial approach.

The Equality Act 2010 contains everything you need.

http://www.legislation.gov.uk/ukpga/2010/15/contents

 

Your protected characteristic

http://www.legislation.gov.uk/ukpga/2010/15/section/11

 

The prohibited conduct (1)

http://www.legislation.gov.uk/ukpga/2010/15/section/13

 

Employee protection (2)(b)&(d) (and maybe 2(a))

http://www.legislation.gov.uk/ukpga/2010/15/section/39

 

Sex equality

http://www.legislation.gov.uk/ukpga/2010/15/section/65

 

Comparators

http://www.legislation.gov.uk/ukpga/2010/15/section/79

 

Enforcement

http://www.legislation.gov.uk/ukpga/2010/15/part/9/chapter/3

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