Are employers obliged to translate employment documents such as contracts of employment and staff handbook into other languages?
There is no simple answer to this question and there are dangers for the unwary employer. For example, an employer who employs migrant workers who originate from countries where English is not the first or main language and who does not translate these documents risks committing one or more acts of unlawful indirect discrimination. The risk of indirect discrimination really lies in respect of jobs for which there are no, or there are low, English literacy standards required. For example, workers from countries where English is not the first or main language, even if they are able to converse in spoken English, may not necessarily be able to read written English, or read it well, but this will not prevent them from performing the duties of such jobs satisfactorily. However, even for jobs of this nature there will inevitably be a series of documents associated with the work, like Staff Handbooks, company policies and staff notices. These will usually be written in English. Workers from c
