In this case, a medical consultant sought to apply for the position of consultant in sexual healthcare, but was not allowed to apply because NHS Luton asserted that being female was a genuine occupational qualification for the role.
It was not unlawful to refuse a male nurse work caring for a terminally ill elderly woman because there were circumstances in which the patient might have reasonably objected to a male carer in order to preserve her own decency and privacy, rules a Bristol employment tribunal (Chair: C G Toomer) in Langdon v British Nursing Association.
A female investment banker who was subjected to a hostile working environment, denied promotion and then, when her complaints were not taken seriously, resigned, was unlawfully discriminated against on grounds of sex, holds a London North employment tribunal (Chair: D H Roose) in Swinburne v DB Group Services (UK) Ltd.
The intimate searches exclusion relating to gender reassignment under s. 7B(2)(a) of the Sex Discrimination Act as amended by the Sex Discrimination (Gender Reassignment) Regulations is not consistent with EC law because it precludes the principle of proportionality, rules a Leeds employment tribunal (Chair: D R Sneath) in A v Chief Constable of the West Yorkshire Police.
A woman who was turned down for a care worker vacancy because of her sex was not unlawfully discriminated against because being a man was a genuine occupational qualification for the job, rules an Ashford employment tribunal (Chair: V G Wallis) in Lewis v Mortimer Homes Ltd.
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