Updated to include information on Peninsula Business Service Ltd v Baker, in which the EAT considered the employer's liability for victimisation by an agent surveillance company it had appointed.
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.
David Malamatenios is a partner in the employment department at Colman Coyle Solicitors. He rounds up the latest rulings.
Helen Almond is professional support lawyer, Nigel Cousin and Victoria Davies managing associates and Iain Naylor and Andrew Nealey associates Addleshaw Goddard LLP. They round up the latest rulings.
The Supreme Court has held that the connection between an employee's immigration offences and the statutory civil wrong of discrimination is insufficiently close to prevent her from making a claim for pre-dismissal racial harassment.
This employment tribunal had the unusual task of considering whether or not a manager harassed a black pub worker when he told him that he "looked like a pimp" when he was wearing a promotional St Patrick's Day hat.
This successful race discrimination claim by an Irish worker is a prime example of why employers are unlikely to be able to argue in an employment tribunal that offensive comments about a protected characteristic were "just banter".
This Polish claimant was awarded £7,000 after being criticised by a colleague for speaking her native language in the workplace, in a good example of the language issues that can arise in a multinational workplace.
In this race discrimination case, the employment tribunal said that it could not interpret the Equality Act 2010 to cover caste discrimination when the claimant and alleged perpetrators are at different levels of the same caste.
HR and legal information and guidance relating to race-related harassment.