-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
Updated to include information on Saad v Southampton University Hospitals NHS Trust, in which the EAT set out the correct approach to determining "bad faith" in victimisation claims.
-
- Type:
- Employment law manual
The law on discrimination in recruitment and selection, including the impact of the Equality Act 2010 on recruitment, direct discrimination, indirect discrimination, the duty to make reasonable adjustments, positive action, occupational requirements, monitoring and keeping records.
-
- Date:
- 2 May 2018
- Type:
- Law reports
In Chief Constable of Norfolk v Coffey [2018] IRLR 193 EAT, the EAT held that there was direct disability discrimination when a police officer was refused a transfer because she failed a hearing test - even though the extent of her hearing loss did not amount to a disability within the meaning of the Equality Act 2010. The tribunal was entitled to find that she was perceived as being disabled and that was enough to establish her claim.
