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.

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.

Reed v Steadman (1999 IRLR 299)

In regards to harassment, it is up to the victim to define what is acceptable or offensive. The question is not what (objectively) the tribunal would or would not find offensive.

Beadles Group Ltd v Angelica Graham

No written policy on sex discrimination or harassment combined with a failure to take reasonable steps to prevent it may leave the employer liable for a discrimination claim.

Canniffe v East Riding of Yorkshire Council (2000 IRLR 555 EAT)

An employer needs to take all reasonable steps to prevent discrimination and harassment. Having a policy against such behaviour is not in itself enough.

Bracebridge Engineering Limited v Darby (EAT 1990)

The Court confirmed grievances need to be taken seriously. Not considering grievances, or following a proper process, might be a valid reason for claiming constructive dismissal.

Wigan Borough Council v Davies (1979 ICR 411)

An implied term in an employment contract is that the employer will provide reasonable support to ensure that an employee can carry out his/her job without harassment or disruption by fellow workers.
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