Wragge Lawrence Graham & Co

UK 200 2014 position: 28

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  • Equal pay weblink

    Briefings | 3 October 2014

    As at June this year, the full-time gender pay gap was on average 10 per cent, almost doubling to 19.7 per cent for the whole workforce (full and part time).

  • Employment law reform update weblink

    Briefings | 3 October 2014

    Employment law reform featured heavily in the coalition government’s legislative programme.

  • All about age: the other end of the telescope — employment discrimination weblink

    Briefings | 26 August 2014

    There seems to be a growing recognition that retaining the skills of the older worker makes sound business sense. But are we neglecting our younger potential workforce?

  • Morbid obesity may amount to a ‘disability’ weblink

    Briefings | 18 July 2014

    Obesity is a growing problem in modern society. For the first time, the European Court of Justice is considering issues concerning obesity-based discrimination.

  • Is obesity a ‘disability’? weblink

    Briefings | 13 June 2014

    Does the fact that a person is obese mean they are, or could be, ‘disabled’ for the purposes of the Equality Act 2010?

  • Employment law 2014 preview: discrimination weblink

    Briefings | 6 February 2014

    Described by the government as failing to increase pre-hearing settlements, the Equality Act 2010 questionnaire procedure relating to discrimination will be abolished from 6 April.

  • Employment law 2013 review: religion or belief discrimination weblink

    Briefings | 19 December 2013

    We began the year with the final chapter in the long-running series of cases on manifestation of religious belief.

  • Employment law 2013 review: race discrimination weblink

    Briefings | 19 December 2013

    There has for some years now been a campaign to include protection against caste discrimination in equality legislation.

  • Employment law 2013 review: disability discrimination weblink

    Briefings | 19 December 2013

    Does the fact that a person is obese mean they are, or could be, ‘disabled’ for the purposes of the Equality Act 2010?