AA Practice Notes abuse adaptive growth approved contractor ARB Approved Contractor Arboricultural Association Arborist Arborists ash dieback Asian assessment Atypical Myopathy bad arborist bat conservation trust bats become an approved contractor benefit benefits Benefits of Trees beware Biosecurity bird nesting season birds bleeding blocked drain blog boundary bracing branches british bats BS5837 building callus careers cavity certification CHIP clear Climbing code of ethics code of practice colleges common law communication complain complaints conservation conservation areas construction consultant Contractor conversion Convictions coppicing Coronavirus CoSHH council council land court COVID-19 crown crown lifting crown raising crown reduction crown thinning danger of felling dangerous dangers deadwood defamation definitions diagnostic service dieback directive directory discrimination disease dispute Distance driveway duty of care ear defenders ecologist education ethics european habitats directive felling licences Finance fines forum fruit trees fungus glossary good arborist good climbing practice ground nesting birds guidance Guides habitat hammering harassment harmful hazardous substances health health & safety health and safety heavy clay hedge height helliwell help and advice help for arborists HMRC hollow tree Hornet horses HSE initials injury Insects intrusive i-Tree ivy land registry legal requirements legislation lifting equipment light light loss local councils local planning authority LOLER lopping loss maternity minimum recommended distance mobile phone monetary value music nail neighbour nesting nesting birds directive noise at work Oak Processionary Moth OPM penalty permission personal protective equipment pests Pests and Diseases phone usage phones up trees planning consent planning system point value policies post nominals PPE problem tree professional conduct property protection proximity pruning qualifications radio reasonable care registered consultant regulations restrictive covenants risk assessment risk to health road management roost roots Rope Royal Veterinary College safe safety schedule 5 schedule 6 Security site clearance sites of special scientific interest smothering Specialists study subsidence sycamore Talking Trees TDAG Technical Technique terminology The British Horse Society time of year tool box talk topping tpo traffic management training Tree Tree Advice Trust Tree Aftercare tree assessment tree consultant Tree Establishment Tree Health tree management tree officer tree ownership Tree Planting tree preservation order tree roots Tree Species Selection Tree Specifiers tree surgeon tree valuation Tree Watering trees trees causing cracks trolling Two Rope unsafe Urban Urban Trees verbal abuse VETcert vibration levels victimisation videos Water Management Watering wildlife wildlife and countryside act Women In Arboriculture working at height working equipment


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Sexual Discrimination, Harassment or Victimisation at Work: Legal Pointers

 25/03/2019    Last Modified: 25/03/2019

Please remember if you would like to talk to the Women in Arboriculture Group about a situation you or a colleague are experiencing working in the industry we can be contacted on wia@trees.org.uk

  • Under The Equality Act 2010 (the "Act"), you are protected from sexual discrimination, harassment or victimisation at work because of your sex or sexual orientation.
  • If you decide to bring a claim under the Act, it should be submitted to an employment tribunal within three months of the incident(s). You should seek formal legal advice at this stage but useful guidance can be found on the Government Equalities Office Website.
  • If you are successful with a claim the employment tribunal may make an award of compensation.
  • You are protected under the Act regardless of whether you are a full-time employee, unpaid intern, or a contract worker.
  • You are also protected in relation to all aspects of your job, including recruitment, training, promotions, transfers and dismissals.

Under the Act it is unlawful for an employer to:

  • Discriminate directly = treat you 'less favourably' because you are a woman.
  • Discriminate indirectly. For example by enforcing a 'provision or practice' on all their employees, but the nature of that provision or practice puts you (and the other female employees) at a disadvantage.
  • Subject you to harassment because you are a woman. Harassment can be anything from unwanted sexual conduct that violates your dignity or creates an intimidating, hostile, degrading or humiliating environment for you.
  • Victimise you because you have made or intend to make a sex discrimination complaint under the Act.
  • If another employee discriminates against or harasses you, your employer will be liable unless they have taken 'reasonable steps' to prevent such conduct taking place. You may also have a claim against the other employee.

Before you bring any claim you should write a letter to your employer informing them of the incident(s).

Women In Arboriculture, abuse, discrimination, harassment, victimisation