Equality, diversity and human rights >
Bullying and harassment
We look at three recent employment tribunal decisions where the employee succeeded in their sexual harassment claim.
We look at three employment tribunal cases that involved the provision of equality, diversity and inclusion training in the workplace.
In Finn v The British Bung Manufacturing Company Ltd and another, an employment tribunal held that the male electrician had been subjected to harassment related to sex when the shift supervisor called him "bald" during a heated exchange.
In Forstater v CGD Europe and others, the Employment Appeal Tribunal held that the consultant's belief that sex is biologically immutable amounts to a philosophical belief within the meaning of the Equality Act 2010.
In Allay (UK) Ltd v Gehlen, the Employment Appeal Tribunal held that the employer's diversity training was not sufficient to amount to a "reasonable steps" defence in a claim of racial harassment committed by one of its employees.
In Crompton v Eden Private Staff Ltd, an employment tribunal found that jibes made by employees to a 57-year-old colleague about Alzheimer's and "senior moments" constituted harassment under the Equality Act 2010.
In Adenusi v London Underground Ltd, an employment tribunal held that the employee's dismissal for sexual harassment was unfair because the employer did not carry out a reasonable investigation.
In Bessong v Pennine Care NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the Equality Act 2010 cannot be interpreted to make an NHS trust vicariously liable for race discrimination for a patient's racially motivated attack on a mental-health nurse.
In Unite the Union v Nailard, the Court of Appeal held that the union was liable for the acts of its lay officials because they were acting as its agents, but that the union was not liable for failures by its employed union officials to prevent discrimination by third-party lay officials.
In Bakkali v Greater Manchester Buses (South) Ltd t/a Stage Coach Manchester, the Employment Appeal Tribunal (EAT) held that asking a Muslim employee whether or not he supported IS did not amount to harassment because, given the context, the offending comment was not "related to" his religious belief or race.
Employment law cases: HR and legal information and guidance relating to bullying and harassment.