08/06/2026
During Pride Month, many organisations rightly focus on inclusion and visibility, but it’s also important to remember that this is about everyday experiences at work too. However, for both employers and employees, LGBTQ+ inclusion can also fundamentally become a workplace rights issue.
In practice, one area where issues often arise is workplace “banter”.
Comments about someone’s sexual orientation or gender identity are sometimes intended as “jokes”, but they don’t always feel that way to others.
If comments or behaviour make someone feel uncomfortable, excluded or upset, this can cross the line, even if no offence was intended.
This might include things like repeated jokes, off-hand remarks, or situations where someone feels left out or singled out because of who they are.
For employers, it’s not just about having policies in place, it’s about creating a culture where people feel respected and safe to speak up, and where concerns are taken seriously.
For employees, it’s important to know that you don’t have to simply put up with behaviour that makes you feel uncomfortable at work.
If you are unsure about your situation, taking early advice can help you understand your options.
At Judge & Priestley, our Employment team supports both employers and employees with workplace concerns, from policies through to resolving disputes. If you have a question about the topics covered in this post or any other aspect of Employment Law, please contact Karen South (Litigation & Employment Senior Solicitor) on [email protected].
