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.
In Peninsula Business Services Ltd v Donaldson EAT/0249/15, the EAT held that childcare vouchers under a salary-sacrifice scheme constitute "remuneration", with the result that there is no legal obligation to continue their provision during maternity leave.
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.
In HM Land Registry v McGlue EAT/0435/11, the EAT held that there was no sufficient basis for an award of aggravated damages in circumstances where the tribunal had relied on substantially the same feature of the case in deciding on the amount of the injury to feelings award. However, the employee had been discriminated against by not being offered a voluntary severance package, and she was entitled to recover the value of that package as compensation even though she had continued to be employed.
HR and legal information and guidance relating to indirect sex discrimination.