Sexual

Law Categories
  • Disciplinary Process (1)
  • Grievance (1)

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.

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.
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