Equality, diversity and human rights
We look at three recent employment tribunal decisions concerning dress and jewellery codes that led to successful employment tribunal claims for religious discrimination and unfair constructive dismissal.
We look at three employment tribunal cases in which employers were held to have discriminated against employees because their age was a factor in their dismissal.
We look at three employment tribunal cases that involved the provision of equality, diversity and inclusion training in the workplace.
In Reilly v RT Management Bridgeton Ltd, an employment tribunal held that a line manager's failure to address an employee's request to have a sanitary waste disposal bin placed in the staff toilet because she was "the only female of menstruating age who used the toilet" constituted sex discrimination.
In Forstater v CGD Europe and others, an employment tribunal held that a consultant researcher was discriminated against when a think tank ended its relationship with her because of her gender-critical belief, which she had expressed on Twitter.
In Burke v Turning Point Scotland, an employment tribunal found that an employee with long COVID was disabled under the Equality Act 2010.
We look at five recent cases in which employers have been found to have discriminated against employees who were pregnant or on maternity leave.
In Finn v The British Bung Manufacturing Company Ltd and another, an employment tribunal held that the male electrician had been subjected to harassment related to sex when the shift supervisor called him "bald" during a heated exchange.
In Baker v House of Commons Commission, an employment tribunal held that the employer had breached its duty to make reasonable adjustments when it failed to prevent the use of a disabled employee's modified workstation as a hot desk during her one-day absence.
We look at three successful employment tribunal claims brought over the mishandling of flexible working requests. We also examine two Employment Appeal Tribunal decisions on getting agreement from the employee to extend the three-month decision period and the requirement for a single mother to be available to work late shifts.
Employment law cases: HR and legal information and guidance relating to equality, diversity and human rights.