Discrimination

Law Categories

HM Prison Service v Salmon (IRLR 425 EAT)

A tribunal can award you damages for both physical/psychiatric injury and injury to feelings if you can prove the injury to feeling.

Boyle v Virgo Fidelis Senior School (EAT January 2004)

Vento guidelines should be followed in Whistleblowing cases.

Matuszowicz v Kingston upon Hull City Council (2009 EWCA Civ 22)

Any act extending over a period is treated as done at the end of that period. A deliberate omission is treated as done when the person concerned decided upon it.

Arthur v London Eastern Railway Ltd (T/A One Stansted Express) (CA 25 Oct 2006)

An asserted series of similar acts, the acts which are individually out of time should not be struck out at a preliminary hearing on submissions based on this fact alone.

O’Neill v Buckinghamshire County Council (2010 UKEAT/0020/09)

Without evidence that their work involves a risk to their health and safety, pregnant workers are not automatically entitled to a work assessment.

Madarassy v Nomura International plc (2007 EWCA Civ 33; 2007 IRLR 246)

Facts must be such that a reasonable tribunal, having heard all the evidence from both sides, could conclude that the respondent committed (not merely "could have committed") the discriminatory act.

Day v Pickles Farms Ltd (1999 IRLR 217)

An employer should not wait for written notification of an employee's pregnancy before carrying out a risk assessment.

Jones v Tower Boot Co Ltd (1997 IRLR 168, CA)

Courts are interpreting “in the course of employment” quite widely which opens the employer to vicarious liability in discrimination cases.

Insitu Cleaning Co Ltd v Heads (1995 IRLR 4)

One incident might be enough to amount to sexual harassment and the employer might be held accountable for an employee's actions in this case.

Fletcher and Steele v Cannon Hygiene Ltd

A failure by an employer to separate two women from their female harasser amounted to harassment. The employer failed to take sufficient steps to ‘protect’ them from further sex harassment.
The Site cannot and does not contain legal advice. The legal information provided is for general informational and educational use only and is not an alternative to consulting a solicitor.
Copyright © 2021 Five Days Management Ltd. All Rights Reserved.
crossmenu-circlecross-circle
error: Alert: Please share a link to this page instead of the content!