The employment tribunal in this case had the unusual task of deciding whether or not a female employee was sexually harassed when she witnessed her male line manager and another man re-enacting a scene from the film Ghost at an office party. While the tribunal found that this incident was not harassment under the Equality Act 2010, the employer was ordered to pay the claimant £2,000 for several other incidents that displayed her line manager's "predilection for innuendo", and to reimburse £1,200 in tribunal fees to the claimant.
The Employment Appeal Tribunal (EAT) has held that the bands of compensation for injury to feelings caused by unlawful discrimination should be uplifted by 10%. The EAT also held that an employee must make a complaint in writing to trigger a formal grievance procedure.
In this unusual tribunal decision, a male employee successfully claimed sexual harassment against two other men, including the owner of the business.
The Employment Appeal Tribunal has held that the fact that a claimant had worked under an illegal contract did not prevent her from claiming sex discrimination.
David Malamatenios is a partner, and Linda Quinn, Krishna Santra, Sandra Martins and Melissa Powys-Rodrigues are solicitors at Colman Coyle Solicitors. They round up the latest rulings.
In this case, the employment tribunal found that a manager's single remark, despite being of a sexual nature, was intended as a joke and did not amount to sexual harassment.
The employer in this tribunal case successfully defended a man's sex discrimination claim over the common issue of its dress and appearance code applying different rules to men and women.
Sarah Wade, Rosie Kight, Amy Ross-Sercombe, Kate Edminson and Lydia Newman are associates at Addleshaw Goddard LLP. They round up the latest rulings.
This decision is a reminder to employers and employees that it is possible for a heterosexual employee to be subjected to sexual orientation discrimination, even if the harasser knows that the employee is not gay.
HR and legal information and guidance relating to harassment in relation to sex.