Giving an undertaking not to make an employee work with those she claimed had bullied and harassed her, or to offer her a severance package if this wasn’t feasible, was a reasonable adjustment.
In assessing justification where discrimination arising from disability is concerned, it’s the balance between the employer’s needs and the discriminatory impact on the employee that is relevant, not the process by which the employer settled on the unfavourable treatment.
A lawyer’s statement in a radio interview that he’d never recruit a homosexual person for his firm was covered by the EU Equal Treatment Directive, even if no recruitment procedure was in existence at the time such a statement was made.
For a one-off act to amount to a ‘provision, criterion or practice’ in a discrimination claim, there must be some indication of consistency in how similar cases are generally treated or how they would be treated in the future.
In a disability discrimination claim the existence of a disability must be established at the date of each discriminatory act upon which a claimant relies.
A refusal to accept that trans women are women is not a protected ‘philosophical belief’ under the Equality Act.
Ethical veganism’ can be a ‘philosophical belief’ and therefore protected in law.
Where someone has been dismissed and then subsequently reinstated, this does not prevent them from subsequently bringing a detriment claim under the Equality Act.
Lying about the reason for dismissal and later amending one’s defence to include the true reason is likely to shift the burden of proof in a discrimination case.
An employer did not discriminate when it dismissed an employee who refused to sign a copyright agreement because she held a ‘philosophical belief’ that she should own the rights to her work.
Vegetarianism is a ‘lifestyle choice’ and, as such, not a belief which qualifies for protection under the Equality Act.
Whether an adverse effect is ‘long term’ must be judged at the time of the discriminatory act and is not something to be determined with hindsight.
An employer did not have constructive knowledge of an employee’s disability where the employee hid her disability and would have continued to hide it on further inquiry.
The posting of a racially offensive image via a personal Facebook account was not done ‘in the course of employment’ and was therefore not an action for which the employer could be vicariously liable.
The removal of a non-executive director from his post after he spoke to the press expressing disapproval for same-sex couple adoption was not discrimination on the grounds of religion.
A police officer, who was turned down for a transfer because her hearing loss was marginally below the medical standard for police recruitment, had suffered direct discrimination because of a perceived disability.
An employer had not simply ‘rubber-stamped’ an occupational health report where the report dealt with the issue of disability in detail and there was no other evidence on which the employer could rely.
Continuing with tribunal proceedings is as much a protected act as bringing proceedings in the first place.
The Equality Act 2010 excludes an impairment of vision where ‘in the person's case, correctable by spectacles or contact lenses or in such other ways as may be prescribed’. ‘Correctable’ is a practical question which must consider not only whether the impairment was corrected but whether there are unacceptable adverse consequences.
A tribunal has made a 25% uplift to an employee’s award following her former employer’s failure to deal with a post-termination grievance.
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