Harassment

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  • Race discrimination: Employer liable for third-party harassment

    Date:
    15 November 1996
    Type:
    Law reports

    In Burton and Rhule v De Vere Hotels, the EAT holds that an employer "subjected" its employees to unlawful race discrimination when it allowed a speaker and guests at its hotel to abuse and harass them racially, in circumstances in which it had sufficient control over the discriminatory event so as to have been able to prevent or reduce the extent of it by applying good employment practice.

  • Direct liability for harassment

    Date:
    1 November 1996
    Type:
    Law reports

    In Burton v De Vere Hotels (18 September 1996), the EAT rules that an employer subjects an employee to the detriment of racial harassment if it causes or permits the racial harassment to occur in circumstances in which it can control whether it happens or not.

  • Employer not liable for racial harassment

    Date:
    1 November 1995
    Type:
    Law reports

    In Tower Boot Co Ltd v Jones (13 June 1995) EOR64A, the EAT holds that a pattern of co-worker racial harassment fell outside the "course of employment" of the employees concerned, so that the employer was not legally liable.

  • Race discrimination: Employers not vicariously liable for discrimination

    Date:
    1 November 1995
    Type:
    Law reports

    In Tower Boot Co Ltd v Jones, the EAT holds that a black factory worker's fellow employees were not acting in the course of their employment when they racially harassed him at work.

  • Failure to remedy discrimination is continuing act

    Date:
    1 May 1993
    Type:
    Law reports

    In Littlewoods Organisation plc v Traynor (18 November 1992) EOR49B, the EAT holds that there is a continuing act of discrimination for time limit purposes where an employer fails to implement remedial measures.

  • When racial insults are detrimental treatment

    Date:
    1 March 1986
    Type:
    Law reports

    De Souza v The Automobile Association (Court of Appeal, 19.12.85) EOR6B holds that a racial insult or racial or sexual harassment will be unlawful detrimental treatment where its effect is such that a reasonable employee could complain that it damaged his or her working environment.

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HR and legal information and guidance relating to race-related harassment.