Editor's message: It is unlawful to discriminate against workers in the workplace because of their sex. While the majority of cases concern women, sex discrimination claims may also be brought by men.
The sex discrimination legislation prohibits not only direct and indirect discrimination, but also harassment and victimisation because of the protected characteristic of sex.
The protection against sex discrimination covers all stages of employment, including:
Fiona Cuming, employment law editor
Updated to reflect that the Court of Appeal will not hear the appeal in Awan v ICTS UK Ltd because the parties reached a settlement.
In Raj v Capital Business Services Ltd, the Employment Appeal Tribunal refused to overturn an employment tribunal decision that a female team leader's "misguided" attempt at encouraging a male employee by touching his shoulders while standing behind him was not sexual harassment.
A table listing the sex discrimination awards made by employment tribunals in 2018/19.
In Wisbey v Commissioner of the City of London Police and another, an employment tribunal held that a police force indirectly discriminated against a male police officer who was temporarily removed from rapid-response driving duties because he is colour blind.
July 2019 saw progress made on an unusual number of proposed employment law changes. The Government published consultations covering workplace sexual harassment, statutory sick pay, family-friendly leave and pay, flexibility in working hours, modern slavery statements, and enforcement of worker rights. It also made announcements on changes to the laws on rehabilitation periods for offenders, settlement agreements, and protection against redundancy during pregnancy and maternity leave.
The Government consults on measures to improve protection from sexual harassment at work.
Updated to include information on Bessong v Pennine Care NHS Foundation Trust, in which the EAT considered if an employer can be held liable for third-party harassment under the Equality Act 2010.
Consultant editor Darren Newman examines the recent Court of Appeal decision that puts paid - for now at least - to the argument that employers that offer enhanced maternity pay must offer the equivalent for employees on shared parental leave.
Female academics at top universities do not progress as quickly, or to the same levels, as men with the same qualifications and experience, research has suggested.
In Ali v Capita Customer Management Ltd; Chief Constable of Leicestershire Police v Hextall, the Court of Appeal rejected sex discrimination claims brought by male staff against employers that enhance maternity pay but not shared parental pay.
HR and legal information and guidance relating to sex discrimination.