Sex discrimination: Refusal of part-time working was objectively justified

An employment tribunal was entitled to decide that an employer's refusal to allow a receptionist to change her working hours on her return from maternity leave was objectively justified, with the result that the employee's complaint of indirect sex discrimination failed, holds the EAT in Eley v Huntleigh Diagnostics Ltd 1.12.97 EAT 1441/96. In this case the employer's business was highly dependent on telephone contact with customers, and it was important that customers could rely on dealing with one receptionist working full time who was familiar with their requirements and the highly technical products which the employer manufactured.