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- Date:
- 23 July 2012
- Type:
- Law reports
This decision is a reminder to employers and employees that it is possible for a heterosexual employee to be subjected to sexual orientation discrimination, even if the harasser knows that the employee is not gay.
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- Date:
- 14 March 2012
- Type:
- Law reports
In Grant v HM Land Registry and Equality and Human Rights Commission [2011] IRLR 748 CA, the Court of Appeal held that, on the facts, a gay employee who had "come out" in a previous workplace was not discriminated against or harassed when his manager at a new office mentioned his sexual orientation to, and in front of, colleagues.
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- Date:
- 1 March 2012
- Type:
- Law reports
David Malamatenios and Georgina Kyriacou are partners, and Krishna Santra, Colin Makin and Sandra Martins are associates at Colman Coyle Solicitors. They round up the latest rulings.
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- Date:
- 6 February 2012
- Type:
- Law reports
The Employment Appeal Tribunal has held that the employment tribunal was entitled to find that a gay barrister was discriminated against when he discovered a memorandum that made derogatory comments about his sexual orientation.
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- Date:
- 6 September 2011
- Type:
- Law reports
In Thomas Sanderson Blinds Ltd v English EAT/0316/10 & EAT/0317/10, the EAT held that the employment tribunal was correct to look at the employee's own perceptions and feelings. The tribunal was entitled to conclude that the claimant's behaviour showed that the conduct complained of did not in fact amount to unwanted conduct with the proscribed effect.
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- Date:
- 12 July 2011
- Type:
- Law reports
The Court of Appeal has held that a gay employee, who had revealed his sexual orientation at his previous office, was not discriminated against at his new office when his manager mentioned his sexual orientation to, and in front of, colleagues.
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- Date:
- 18 May 2011
- Type:
- Law reports
In Lisboa v Realpubs Ltd and others EAT/0224/10, the EAT held that the way in which the employer pursued its strategy to "reposition" a formerly gay pub to widen its customer base amounted to treating its customers less favourably on grounds of sexual orientation. Accordingly, an assistant manager who was required to cooperate with and work within that strategy suffered direct discrimination and was constructively dismissed.
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- Date:
- 20 April 2011
- Type:
- Law reports
This case is a good example of inappropriate workplace behaviour that is tolerated by employers, but which constitutes unlawful discrimination.
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- Date:
- 20 April 2011
- Type:
- Law reports
An employee claiming discrimination must first prove facts from which the tribunal could conclude, in the absence of an adequate explanation, that discrimination took place, as this case demonstrates.
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- Date:
- 24 March 2011
- Type:
- Law reports
The Employment Appeal Tribunal has held that the employment tribunal was correct to look at the employee's own perceptions and feelings to decide whether or not the alleged conduct constituted sexual orientation harassment.
