In this week's podcast, we explore the steps that you can take to reduce the risk of having an indirectly discriminatory provision, criterion or practice. We also discuss what to take into account when deciding whether or not indirect discrimination can be justified.
Updated to include information on Bellman v Northampton Recruitment Ltd, a personal injury case that may have implications for discriminatory behaviour by employees towards colleagues or third parties.
This employment tribunal held, in White v Propharma Group MIS Ltd, that the employer had not indirectly discriminated against a female employee by requiring her to remove potential interruptions while working at home by arranging childcare.
In this well-publicised case, easyJet's refusal to limit the shift lengths of two cabin crew who were breastfeeding led to awards for indirect sex discrimination totalling almost £35,000.
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.
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.
Consultant editor Darren Newman considers a recent indirect sex discrimination case that highlights the problems that an employer can face when it has to balance the working-pattern requests of individual employees against the needs of the workforce as a whole, and its need to provide an effective service.
HR and legal information and guidance relating to indirect sex discrimination.