Employers should be aware that changing or removing adjustments for a disabled employee could amount to a failure to make reasonable adjustments, even if they are replaced with other adjustments...
Employers can be held legally responsible (vicariously liable) for the discriminatory actions of their employees which have taken place in the course of employment. To avoid being held liable, an..
In the recent case of Gray v Mulberry Company (Design) Ltd, the Court of Appeal has dismissed an employee's claim that her belief in "the statutory human or moral right..
Christian doctor dismissed for refusal to use preferred pronouns for transgender individuals loses in the Employment Tribunal
In the case of Mackereth v The Department for Work and Pensions and another, the Claimant was a doctor who refused to use transgender individuals’ preferred pronouns and titles as..
A female manager who massaged a male employee’s shoulders was not found to have committed sexual harassment or harassment related to sex
In the current age of the #MeToo movement, one would assume that any form of unwanted physical contact between a manager and a junior employee could count as harassment...
In Komeng v Creative Support, the EAT has confirmed that when calculating an injury to feelings award, the tribunal’s focus should be on the actual injury suffered by the Claimant..
This week, in Britliff v Birmingham City Council the Employment Appeal Tribunal has confirmed that individuals cannot bring claims against their employer in UK courts and tribunals for breaches..