In Eversheds Legal Services Ltd v de Belin  IRLR 448 EAT, the EAT held that a male employee was discriminated against on the grounds of sex when he was selected for redundancy after a colleague on maternity leave was automatically given the highest possible score in respect of one of the selection criteria.
This case is an example of a common scenario for employers that operate in male-dominated environments: a challenge to the authority of a female manager by a group of male employees who are not used to being managed by a woman.
In Ministry of Defence v Cartner EAT/0242/10, the EAT upheld the tribunal’s decision that a Royal Navy promotion board indirectly discriminated against a non-seagoing female naval officer by preferring those with seagoing experience when considering candidates for promotion.
The Employment Appeal Tribunal has held that "special treatment" afforded to a woman in connection with pregnancy or childbirth under the Sex Discrimination Act 1975 must constitute a proportionate means of achieving the legitimate aim of compensating her for the disadvantages occasioned by pregnancy or maternity leave.
The Employment Appeal Tribunal has held that the employment tribunal was entitled to find that the Royal Navy's promotion system indirectly discriminated against a female officer.
In this case, an employer's unfavourable treatment of a female bar worker led to successful sex discrimination and constructive dismissal claims.
In this case, an employer's religion-based intolerance led to a successful discrimination claim.
In Dansie v Commissioner of Police for the Metropolis EAT/0234/09, the EAT held that a police force did not treat a male trainee officer less favourably on grounds of sex by requiring him to have his hair cut, when the same requirement would not have been demanded of a female officer with a similar hairstyle.
This week's case of the week, provided by Thomas Eggar, covers sex discrimination.
HR and legal information and guidance relating to direct sex discrimination.