05 - LEGAL CIVIL PARTNERSHIPS AT WORK SO WHAT DOES IT MEAN? WHAT IS IN PLACE FOR YOU AFTER YOUR CIVIL PARTNERSHIP? Dennis explains further. It’s against the law for an employer to discriminate against any employee on any of the following grounds race, religion, country of origin, nationality, ethnic group, gender, sexuality (perceived sexuality) or disability. In regards to civil partnerships specific rules came into effect on 5 December 2005. The Civil Partnership Act affects couples who have formed and legally registered a civil partnership in England and Wales. Employers should make sure they are complying with laws to protect employees from sexual orientation discrimination and to promote diversity and equal opportunities within the workplace. All employees should be treated equally and civil partners must be treated in the same way as a married employee. This means, for example, that if an employer has a benefits package such as private health care that is available to the husband or wife of an employee; then this should also be available to an employee with a civil partner. If the employee has any children, then they have the same family-friendly rights such as parental, adoption, maternity and paternity leave, as well as flexible working requests, as heterosexual couples do. Employers’ policies and procedures, in particular in relation to employee benefits, must not treat gay employees unfairly compared to married employees in similar circumstances. If employees are treated unfairly they can potentially make a claim to an employment tribunal for discrimination on grounds of sexual orientation. We speak to Dennis Upfold from employment law consultancy Peninsula Business Services who advises employers on some of the gay and lesbian rights in the workplace including what the Civil Partnership Act means for employers. Also employers must remember to maintain confidentiality where requested and sexual orientation should not be revealed or inferred by inappropriate disclosure. Employers should encourage employees to attempt to resolve any issues informally with the person who is allegedly treating them unfairly. If that doesn’t work, a third party can get involved and the matter should become formal. Employees should be advised to keep a written record of any bullying or harassment to back up claims. For more information visit the website.

CEREMONIES IN SPAIN We speak to Kerry of Celebrations in Spain; “Having organised weddings on the Costa del Sol for four years and hold a diploma in Wedding Planning, I have seen Spain increase in popularity as a wedding destination for so many reasons. Prices are very reasonable and are one of the main reasons that couples look to get married in Spain. “Taking a closer look you will find Spain really offers you a variety of options, quality service and prices to match, for instance”. Reception meals start from 30 Euros per person including free flowing wine and beer with the meal. There are no hidden extras e.g. ‘hire of venue’. The standards of the food are excellent and Spanish house wine is great quality. Generally suppliers in Spain are more reasonably priced than elsewhere. Accommodation for guests is also great value for money. In Nerja there are hotels with en suite rooms from just 50 Euros per room per night bed and breakfast high season – winter is even cheaper!!!! FEATURE STORY - 06 The Costa del Sol is well known throughout the world for its all-round sunshine and wonderful beaches. Proud to offer its visitors of all ages something to discover and explore. While it may be known for its magnificent nightlife and top restaurants, let’s not forget that a short distance away you will discover beautiful landscapes, fine gastronomy, cultural heritage and the hospitality of its people, a sheer delight and perfect backdrop to your wedding day.