Sex discrimination: Tribunal should have considered effect of employer's action, not motivation
This report relates to 1 case(s)
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Allen v Cannon Hygiene Ltd [1994] EAT (1 other report)
A female employee whose manager changed her work, ostensibly because it was "too much" for a woman to do on her own, suffered less favourable treatment on the ground of her sex even though the real reason for the manager's decision was dissatisfaction with the employee's work rather than any intention to discriminate. In Allen v Cannon Hygiene Ltd the EAT holds that the industrial tribunal wrongly focused on the employer's motivation and failed to consider the effect of its action, which was to deprive the employee of the chance to answer alleged complaints about her performance.