- "In the last 20 years our business has changed considerably…and as the focus of our business has changed, Bird Luckin have moved with us."
Alex Tanner, George Tanner (Shalford) Ltd - "Bird Luckin has looked after us incredibly well for over 60 years, they are pro-active and innovational - meeting all our needs to help us achieve our aims."
Richard Stubbings, Cliffords Limited - "I can honestly say that Bird Luckin are the best firm of accountants and auditors I have ever dealt with - and I don't say that lightly!"
Colin Webb, Walthamstow Stadium - "It's important for us to know that we will always be able to contact the right people to give us the right advice and support."
Jane Bennett, Bennetts Funeral Directors - "Although we deal mainly with one Partner … we also know that if we need to contact someone else who is a specialist in another area, we can get the advice we need quickly and easily"
Jeremy Ruggles, J.S. Wright & Sons Ltd - "Bird Luckin got us to a stage which would have taken us months - if not years - to reach on our own, and they got us there in a matter of weeks"
Matthew Sullivan, SNC Ltd - "You can be a good accountant, but if you don't have an understanding of the industry it can be very difficult. "There are two or three people we have regular contact with at Bird Luckin who know our business well, and it makes a difference.""
Robert Church, W A Church (Bures) Ltd - "The work which Bird Luckin has done for Boddingtons over the past few months has helped shape our future direction for the better."
John Warner, Chief Executive, Boddingtons Ltd - "Bird Luckin has acted for us since our inception 10 years ago. They have a very 'can do' yet highly professional attitude - we are very appreciative of their support and advice over the years."
Marlon Fox, Outlook Property Ltd
The Employment Equality Regulations 2003
What are they?
There are two sets of regulations: The Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Religion or Belief) Regulations 2003.
What do they outlaw?
Discrimination in employment and vocational training on the grounds of sexual orientation and religion or belief.
They cover:
- Direct discrimination - i.e. treating people less favourably than others purely on the grounds of sexual orientation or religion/belief
- Indirect discrimination - that is, unjustifiably applying a provision, criterion or practice which disadvantages people on these grounds
- Harassment - unwanted conduct that violates people's dignity or creates an 'intimidating, hostile, degrading, humiliating or offensive' environment
- Victimisation - treating people less favourably because of something they have done in connection with the regulations, e.g. made a formal complaint of discrimination.
How do the regulations apply?
The regulations make it unlawful to discriminate on these grounds throughout the employment relationship and, in some circumstances, after the employment has finished.
They cover discrimination on grounds of perceived as well as actual sexual orientation or religion/belief (e.g. assuming - correctly or incorrectly - that someone is homosexual, heterosexual or bisexual) and also association, e.g. being discriminated against on grounds of the sexual orientation of your friends or family.
The Religion or Belief regulations only apply to 'beliefs' that are 'akin' to a religion or similar philosophical belief, not, for example, being a supporter of a particular political party.
Action to take
You should draft, publicise and enforce clear policies on all forms of discrimination. It may be worth conducting a review in order to check that your policies are up-to-date, and taking professional advice.
More information on The Employment Equality (Religion or Belief) Regulations 2003 and The Employment Equality (Sexual Orientation) Regulations 2003 can be found here.