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
A table listing the sex discrimination awards made by employment tribunals in 2016/17.
Almost half of female HR directors and decision-makers think their workplaces are sexist, compared with just a quarter of men in the same position, according to the Young Women's Trust charity.
In this podcast, Darren Newman explores the issue of sex discrimination and workplace dress codes.
Sexual harassment in the workplace is in the spotlight after widespread publicity of claims by a former employee at technology firm Uber. Adam Grant and Jemma Pugh at legal firm Wedlake Bell LLP say the development is a warning for employers to take action.
Consultant editor Darren Newman asks if an employment tribunal was correct to hold that it was direct sex discrimination for a new father to be allowed to take only two weeks' leave on full pay, when female staff were entitled to 14 weeks' enhanced maternity pay.
An employment tribunal has held that it was direct sex discrimination for a new father whose wife had post-natal depression to be allowed to take only two weeks' leave on full pay, when female staff were entitled to 14 weeks' enhanced maternity leave.
Cases on appeal provides news on key case law developments that are expected.
Kirsti Laird is senior associate at Charles Russell Speechlys. She rounds up the latest rulings.
In this podcast, XpertHR consultant editor Darren Newman considers James v Eastleigh Borough Council, concerning a man who had to pay 75p to go swimming, whereas his wife was admitted for free. Darren looks at its relevance in respect of more recent cases regarding the treatment of migrant workers.
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.
HR and legal information and guidance relating to sex discrimination.