{"id":934,"date":"2016-01-07T12:07:52","date_gmt":"2016-01-07T12:07:52","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=934"},"modified":"2016-01-07T12:07:52","modified_gmt":"2016-01-07T12:07:52","slug":"telling-employee-not-speak-russian-work-race-discrimination","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/telling-employee-not-speak-russian-work-race-discrimination\/","title":{"rendered":"Is telling an employee not to speak Russian at work race discrimination?"},"content":{"rendered":"

\"\"<\/a>Not necessarily, according to the recent Employment Appeal Tribunal (EAT) ruling in Kelly v Covance Laboratories Ltd,<\/u><\/em>\u00a0which will be of interest to employers with an increasingly diverse workforce.<\/p>\n

Covance Laboratories Ltd (R) operated animal testing in their laboratories and had been subject to unwelcome attention from animal rights activists including violent assaults on some of its employees. There had been previous incidents where activists secured employment just to infiltrate the company and use information obtained to further their campaigns. Mrs Kelly (C), who was of Russian origin, started as a contract analyst on 3 February 2014 subject to an initial six-month probationary period.<\/p>\n

C’s line manager, a Mr Simpson, became increasingly concerned when C started to spend excessive periods of time talking on her mobile phone in Russian and disappearing into the toilets. \u00a0Mr Simpson became suspicious that C was in fact an animal rights activist and instructed her to refrain from speaking Russian so her managers could understand what she was saying whilst in the workplace.<\/p>\n

C objected that two Ukrainian colleagues spoke in Russian at work and Mr Simpson instructed their managers to pass on similar instructions. At C\u2019s two month probationary appraisal, she was told that the company were initiating a formal capability procedure and C raised a grievance citing race discrimination. C was suspended pending the grievance hearing due to concerns about leaving her unsupervised while many of the senior management team where away. The grievance and appeal hearing were held and her allegations were dismissed. Following this C was invited to attend a formal capability meeting. C tendered her resignation.<\/p>\n

C brought claims for direct discrimination, victimisation and harassment at the Tribunal. The EAT supported the Tribunal\u2019s decision that an instruction which was linked to an employee\u2019s race or national origins could amount to unlawful direct discrimination and harassment but<\/span> the employee needs to show that the instruction intrinsically related to their race or nationality. Taking into the account the context of this case, the EAT agreed with the Tribunal\u2019s finding that the reason behind the instruction was not because of C\u2019s race or nationality but because of the activities the company was engaged in and the security required. Therefore it was important for the managers to understand conversations in the workplace. Colleagues who spoke their native language were treated in exactly the same manner as C and so she had not been directly discriminated against.<\/p>\n

In relation to the victimisation and harassment claims, the EAT held that R\u2019s conduct did not have the effect of violating C\u2019s dignity or creating a hostile environment for her. In fact, after the instruction not to speak Russian in the workplace and requesting other managers pass on similar instructions to C\u2019s colleagues; Mr Simpson emailed C about her performance and conduct issues. C promptly responded to this email accepting these points in a positive manner.<\/p>\n

The ruling in Covance Laboratories<\/em> should not be taken as gospel that an employer can ban employees from speaking their native language in the workplace but rather a reminder that an employer should carefully consider whether they have a good reason for doing so. A discrimination claim could have been successful if C could prove that the instruction was motivated by some form of prejudice on the part of R. What was a key factor in the decision of this case was the context surrounding the allegations made by C and R’s reasoning behind the instruction.<\/p>\n

Often claims of this nature will be brought as indirect discrimination rather than direct discrimination. Here the instruction was to a particular individual not to speak Russian at work. More commonly an employer might have a rule that employees must speak English during working time. This would be potential indirect race discrimination, but capable of justification by an employer if they have a good reason for the rule which was proportionate. Generally speaking it would be much more difficult for an employer to prevent an employee speaking their native language during their break times.<\/p>\n

It would be wise to seek legal advice before instituting an informal or formal policy on which languages can and cannot be spoken at work.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Not necessarily, according to the recent Employment Appeal Tribunal (EAT) ruling in Kelly v Covance Laboratories Ltd,\u00a0which will be of interest to employers with an increasingly diverse workforce. 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