Law firm Last Cawthra Feather is urging Bradford businesses to take a fresh look at their equal opportunities policies - or risk hefty fines.

The firm says companies need to check their positions in the light of a recent case in which Julie Bower received a record pay-out of £1.4 million from her former employer Schroder Securities Ltd for sex discrimination and constructive dismissal.

Julie Bower claimed she was forced to quit her job as a result of sex discrimination by the firm, which included being awarded a bonus that was a fraction of those given to male counterparts. The firm was criticised for being unable to demonstrate, with reference to a document or record, why she got a lower bonus.

The tribunal also ruled that she had received unfair appraisals at work and was subjected to verbal attacks by senior members of staff, which were part of a plan to drive her out of the firm.

The tribunal recognised that she was subjected to a "laddish and sexist" working environment, which included taking clients to lap dancing bars.

Nicholas Wilson, employment solicitor at Last Cawthra Feather's Shipley office, said: "The Julie Bower case should prompt all employers to look again at their equal opportunities policies and make sure staff members are treated equally and fairly, regardless of their gender.

"The message this case sends to employers is clear - prevent discrimination in the workplace or risk paying the price.

"Discrimination claims aren't capped so if an employer is found guilty of treating an employee unfairly, on grounds of age, race or gender, there's no limit on the amount a tribunal can award.

"With the number of claims for sex discrimination tripling last year, employers can't afford to ignore equal opportunities issues."

He says the first step firms must take to protect staff from discrimination - and themselves from resulting legal claims - is to ensure that they have a comprehensive equal opportunities policy in place.

He added: "Employers should give staff and management training to promote an equal opportunities culture in the workplace. In Julie Bower's case, the tribunal found that her boss was ignorant of equal opportunities matters, which was seen as a failing on the employer's part.

"The responsibility for ensuring that all members of staff are treated fairly and equally rests with the employer.

"The case also demonstrates that pay issues are sensitive and should be covered by the equal opportunities policy.

"Employers should ensure that their bonus schemes have recognised terms that are there for all to see.

"Pay systems should be reviewed regularly to ensure that staff across all departments are being paid fairly and equally.

"High profile tribunals such as the Julie Bower case make employees more aware of legislation surrounding equal pay. This is a reminder to employers of the potentially expensive consequences of allowing discrimination to continue."

Latest figures from the Employment Tribunal Service reveal claims for sex discrimination are increasing - from 7,801 cases in 1999/2000 to 25,940 in 2000/01.