Updated to include information on XC Trains Ltd v CD and others, in which the EAT considered whether or not the employer's requirement to work on Saturdays was justifiable indirect sex discrimination.
When can an employer turn down an employee's request for flexible working on her return from maternity leave? In two recent tribunal decisions, employers were able to show that the potential disruption to the business justified their rejection of a new mother's flexible working request.
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 arising out of a situation where the requested adjustment to the claimant's working hours would have had a negative impact on her colleagues, who would have had to work more unsociable hours as a result.
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.
An employment tribunal has held that a requirement that police firearms officers with one year away from work attend an intensive firearms training course on their return indirectly discriminated against a female police officer returning from maternity leave.
An employment tribunal has found that Greater Manchester Police indirectly discriminated against a single-parent police officer who worked term time only when it introduced a requirement that she work nine days during school holidays. The case is a stark reminder to public-sector organisations reviewing flexible working arrangements as a way to cut costs to beware of the potential for discrimination.
Ford has successfully justified its policy of paying men on additional paternity leave the statutory minimum, while at the same time offering generous enhanced maternity pay to women on maternity leave.
James Buckle, Gerri Hurst, Joelle Parkinson, Chris McAvoy and Helen Samuel are associate solicitors at Addleshaw Goddard LLP. They round up the latest rulings.
HR and legal information and guidance relating to indirect sex discrimination.