Case round-up: post-employment discrimination and discrimination on grounds of sexual orientation
This report relates to 2 case(s)
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Macdonald v Advocate General for Scotland; Pearce v Governing Body of Mayfield School [2003] IRLR 512 HL
(3 other reports)
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- Date:
- 15 August 2003
In MacDonald v AG for Scotland; Pearce v Governing Body of Mayfield School, the House of Lords holds that a homosexual who is dismissed or harassed because of his or her sexual orientation must be compared with a homosexual of the opposite gender for the purposes of establishing direct sex discrimination.
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- Date:
- 1 August 2003
In MacDonald v Advocate-General for Scotland; Pearce v Governing Body of Mayfield Secondary School (19 June 2003), the House of Lords rules that a comparator is always required in a case of sexual harassment.
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- Date:
- 1 July 2003
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Rhys-Harper v Relaxion Group plc and other appeals [2003] IRLR 484 HL
(3 other reports)
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- Date:
- 1 September 2003
In Relaxion Group v Rhys-Harper, D'Souza v London Borough of Lambeth, Jones v 3M Healthcare and three other actions (19 June 2003), the House of Lords rules that an employment tribunal has jurisdiction to consider a complaint of discrimination that relates only to acts that are alleged to have taken place after the complainant's employment has come to an end.
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- Date:
- 15 August 2003
In Relaxion Group plc v Rhys-Harper and related cases the House of Lords interprets anti-discrimination legislation to mean that employees should be protected against certain acts of post-termination discrimination by their employer.
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- Date:
- 1 July 2003
Our resident experts at Pinsents bring you a comprehensive update on all the latest decisions that could affect your organisation, and advice on what to do about them.
This week's case round-up by Eversheds, covering
post-employment discrimination and discrimination on grounds of sexual
orirentation.
Post-employment discrimination
Relaxion Group plc v Rhys-Harper & other appeals, House of Lords [19
June 2003] All ER(D)258
Following
this case, employers can now be held liable for acts of post-termination sex,
race and disability discrimination.
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