The Employment Appeal Tribunal has held that, in ascertaining whether or not words that reference a protected characteristic constitute unlawful discrimination, the conduct complained of must be seen in context.
The employment tribunal in this case took the unusual step of upholding complaints of direct sex discrimination and sexual harassment in relation to events that had occurred up to three years out of time.
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.
The Employment Appeal Tribunal has held that the tribunal was wrong to make a restricted reporting order in circumstances where none of the parties in a high-profile discrimination case had shown a sufficient need for protection from identification.
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.
In this case, a female employee was subjected to sex discrimination that was compared to banter in the Carry On films.
This is a classic example of inappropriate behaviour resulting in a successful harassment claim.
As with so many discrimination cases, this decision involves a "joke" that went badly wrong.
The industrial tribunal in Northern Ireland has awarded over £52,000 for sex and race discrimination after an employer ignored complaints from a Polish female worker that she was being subjected to serious sexual and racial harassment in the factory in which she worked.
In this case, an employer's unfavourable treatment of a female bar worker led to successful sex discrimination and constructive dismissal claims.
HR and legal information and guidance relating to harassment in relation to sex.