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.
Ashok Kanani, employment law editor
A Scottish employment tribunal has given the first judgment on shared parental leave and pay. Its decision in Snell v Network Rail provides a warning to employers that choosing the wrong approach to enhancing shared parental pay can lead to sex discrimination against men.
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.
Two easyJet flight attendants have won the right to express milk for their children while working, in a landmark indirect sex discrimination claim.
Updated to include information on XC Trains Ltd v CD and others, in which the EAT considered whether or not the employer's requirement to work on Saturdays was justifiable indirect sex discrimination.
A table listing the sex discrimination awards made by employment tribunals in 2015/16.
When can an employer turn down an employee's request for flexible working on her return from maternity leave? In two recent tribunal decisions, employers were able to show that the potential disruption to the business justified their rejection of a new mother's flexible working request.
This employment tribunal held that an employer properly handled a new mother's rejected flexible working request to work from home primarily in the evenings.
This employment tribunal held that it was not indirect sex discrimination for a small investment banking firm to require a single-parent mother to work full time as an executive secretary.
A recent survey by the Trade Union Congress shows that sexual harassment in the workplace is widespread despite legislation outlawing it. Does your business have adequate safeguards in place to protect employees?
HR and legal information and guidance relating to sex discrimination.