The Employment Appeal Tribunal (EAT) has rejected a reasonable adjustments claim by an NHS worker with severe phobias of blood and needles. Ryan Stringer explains this recent decision on reasonable adjustments for a disabled person.
The Employment Appeal Tribunal (EAT) has held that an "expectation" that an employee work late can be a "provision, criterion or practice" (PCP) triggering the duty to make reasonable adjustments for a disabled person.
The Employment Appeal Tribunal (EAT) has held that the dismissal of a Christian employee because of her refusal to end her marriage with a convicted sex offender was indirect religious discrimination.
The Court of Appeal has confirmed that, in cases involving direct discrimination in the workplace, it is the motive of the decision-maker that is important and not those who may have influenced the decision. Imogen Noons explains the importance of this for employers.
The employment tribunal has upheld a claim for discrimination arising from disability against an employer that withdrew a job offer when it discovered the extent of the claimant's previous long-term ill-health absences.
The Employment Appeal Tribunal (EAT) has held that the employee had no reasonable expectation of privacy in respect of inappropriate emails and photographs on his iPhone relating to a work colleague that affected the workplace.
The High Court has upheld a challenge by way of judicial review to the present criminal record checks scheme, finding that the relevant statutory provisions are incompatible with the European Convention of Human Rights. Ryan Stringer sets out the implications of the decision for employers.
The Employment Appeal Tribunal (EAT) has held that an employee was subjected to disciplinary proceedings because of her own inappropriate actions, and not because she was manifesting her Christian beliefs.
This tribunal decision concerned a director who made dismissive comments about an employee's medical condition instead of considering whether or not she had a disability. The tribunal found the employer had constructive knowledge of the claimant's disability and the comments were discrimination arising from her disability.