Updated to include information on Essop and others v Home Office (UK Border Agency), in which the Supreme Court dealt with disadvantage in the context of indirect discrimination claims.
Employers need to ensure that their employees do not become victims of bullying and harassment as a result of the Brexit vote. We present four examples of scenarios that might lead to claims against employers.
Two young sisters who resigned from their jobs in a service station after what they felt was aggressive and unfair criticism have won their claims for age and sex discrimination in an employment tribunal.
In this age discrimination case brought by a young worker, the employment tribunal held that a manager's use of the words "teenager" and "kid" to describe the claimant amounted to harassment.
In this age discrimination case, the employment tribunal found that staff in a school conspired to force out a highly paid older teacher as a way of cutting costs.
The Government consults on proposals to repeal the third-party harassment provisions in the Equality Act 2010 on the basis that there is no evidence that they serve a practical purpose or are proportionate for dealing with harassment by third parties.
In this case, an unpleasant boss managed both to constructively dismiss an employee and to commit age discrimination against him.
In this case, a female employee was harassed on the ground of her age by her younger manager.
A quiz for line managers to test their knowledge on the law and practice relating to bullying and harassment.
HR and legal information and guidance relating to age-related harassment.