Editor's message: The law on sex discrimination is embodied in the Equality Act 2010, which prohibits direct and indirect discrimination, harassment and victimisation because of the protected characteristic of sex.
The concept of direct discrimination under the Equality Act 2010 is very wide. As well as the less favourable treatment of a person because of his or her own sex, direct sex discrimination extends to less favourable treatment because of a person's perceived sex, even where that perception is wrong. This could occur, for example, where an employer rejects a CV from a man who it wrongly believes to be a woman because of his name.
Direct sex discrimination also covers the situation where a person is treated less favourably because of someone else’s sex, for example because of the sex of his or her colleagues, friends or relatives.
Jeya Thiruchelvam, senior employment law editor
Updated to include information on Unite the Union v Nailard, in which the EAT considered the union's liability for sexual harassment by two of its elected branch officers against an employee.
This employment tribunal held, in White v Propharma Group MIS Ltd, that the employer had not indirectly discriminated against a female employee by requiring her to remove potential interruptions while working at home by arranging childcare.
In this well-publicised case, easyJet's refusal to limit the shift lengths of two cabin crew who were breastfeeding led to awards for indirect sex discrimination totalling almost £35,000.
What were the most significant employment case law decisions in 2016? Stephen Simpson counts down the 10 most important judgments for employers this year.
Updated to reflect the latest gender pay gap figures, as reported in the Annual survey of hours and earnings 2016.
We recap on the traditional guidance for employers on misconduct at the work Christmas party. We also examine issues employers might face this Christmas around attendance and absence.
In Geller and another v Yeshurun Hebrew Congregation EAT/0190/15, the EAT held that, in cases where direct discrimination is not inherent in the act complained of, a tribunal must enquire further into the motivation, conscious or unconscious, of the alleged discriminator.
The Employment Appeal Tribunal (EAT) has upheld an employment tribunal decision to award £14,000 for injury to feelings after a young lawyer was subjected to sexual harassment in the workplace and forced out of her job. Zoe Lomax, employment associate at DLA Piper, examines the decision including the level of compensation dictated by the Vento bands.
An employment tribunal in Scotland has awarded £28,321 to a Network Rail employee over his employer's policy of giving a period of full pay to mothers and primary adopters on shared parental leave, but paying only statutory shared parental pay to partners and secondary adopters.
David Malamatenios is partner at Colman Coyle solicitors. He rounds up the latest rulings.
HR and legal information and guidance relating to sex discrimination.