This case is a prime example of the problems that can occur in a workplace when a member of staff is undergoing IVF treatment in a bid to get pregnant.
Practical guidance on dealing with an employee who is undergoing IVF treatment, including protection from discrimination during fertility treatment and time off for antenatal care.
The Employment Appeal Tribunal has held that, where there are multiple respondents and particular loss cannot be attributed to one party, employment tribunals must award compensation on a joint and several liability basis, meaning that the claimant can claim the entire amount from any respondent.
Claire Benson is managing associate and Helen Corbett, Sinead Jones, Helen Ward and Tori O'Neil are associates at Addleshaw Goddard LLP. They round up the latest rulings.
This Northern Ireland industrial tribunal decision is a succinct example of an employer discriminating against a female employee with childcare responsibilities by having inflexible working hours.
In this case, a female employee was subjected to sex discrimination that was compared to banter in the Carry On films.
The Employment Appeal Tribunal has held that the process for deciding what, if any, inferences should be drawn from answers to a statutory discrimination questionnaire is no different from the steps that tribunals should take in any other case where an inference of discriminatory behaviour is sought to be drawn.
In Martin v Devonshires Solicitors EAT/0086/10, the EAT held that, where an employer dismisses an employee in response to his or her protected act, the employer may not have unlawfully victimised the employee where the reason for the dismissal was some feature of the protected act that can be treated as separable.
Joanne Magill, associate, and Claire Benson and Ceri Hughes, managing associates, at Addleshaw Goddard detail the latest rulings.
HR and legal information and guidance relating to sex discrimination.