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- Type:
- Employment law manual
Updated to include information on Parnaby v Leicester City Council, in which the EAT considered when the long-term effect of an impairment should be determined.
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- Type:
- Employment law manual
Updated to include information on Gray v Mulberry Company (Design) Ltd, in which the Court of Appeal considered an indirect discrimination claim brought on the ground of a belief in the right of creative ownership.
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- Type:
- Employment law manual
Updated to include information on Heskett v Secretary of State for Justice, in which the EAT considered if an age discriminatory pay policy was justified.
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- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- Type:
- Employment law manual
Updated to include information on Forbes v LHR Airport Ltd, in which the EAT considered if posting an offensive image on Facebook was done "in the course of employment".
-
- 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.
