In a landmark hearing, an employment tribunal has ruled that men aged over 65 can pursue claims for redundancy and unfair dismissal.
An IT company was not justified in requiring a product manager to work full time and fully flexibly, holds a London South employment tribunal (Chair: J Wade) in Manning v Wick Hill Ltd.
A Cardiff employment tribunal (Chair: B Lloyd) in Smith v Penlan Club finds unlawful indirect sex discrimination in a requirement to work until 6pm.
A recent tribunal ruling means it is highly likely there will be more claims for unfair dismissal from people over the age of 65. By Jill Kelly, an associate with Clarks Employment Team, Reading.
Employees over 65 years of age have won the right to claim for unfair dismissal and redundancy payments as the result of two linked employment tribunal rulings.
A London South employment tribunal (Chair: D Booth) holds that refusing a jobshare where no jobshare partner was available was justified in Tarrant v South East Regional Probation Training Consortium.
An employment tribunal has given its decision on a number of further issues concerning the backdated admission into occupational pension scheme membership of part-time employees. The ruling of the Nottingham Employment Tribunal (sitting in London), given on 5 August 2002, concerns the series of test cases, known collectively as Preston v Wolverhampton Health Care NHS Trust, in which part-time employees claim they have been denied membership as a result of unlawful indirect sex discrimination.
A ruling against Derbyshire Police has clarified the rules on marriage discrimination and highlights the ways employers can fall foul of the Sex Discrimination Act 1975.
The High Court has ruled that the integration of occupational pension schemes with the state scheme is not unlawful. Its decision overturns a determination of the Pensions Ombudsman that an integrated scheme was guilty of indirect sex discrimination amounting to maladministration. There will be no appeal.
Employers must ensure their employment practices can be justified following an EAT ruling on sex discrimination claims.
HR and legal information and guidance relating to indirect sex discrimination.