In Slade and another v Biggs and others, the Employment Appeal Tribunal held that the tribunal had been entitled to apply the 25% Acas uplift to the awards for aggravated damages and injury to feelings, given its findings of serious pregnancy discrimination.
In Cox v Lancashire County Council, an employment tribunal held that allowing an autistic employee's wife to accompany him at a disciplinary hearing was a reasonable adjustment under disability discrimination legislation.
In Rooney v Leicester City Council, the Employment Appeal Tribunal held that the tribunal erred in holding that an employee with menopausal symptoms was not disabled.
In Daly v BA Cityflyer Ltd, the employment tribunal awarded £38,742 for indirect sex discrimination to an in-flight business manager whose request for flexible working on her return from maternity leave was refused.
We round up four recent employment tribunal decisions where employers' actions have resulted in pregnancy and maternity discrimination claims and provide practical tips on how to reduce the risks of similar claims.
In Thompson v Scancrown Ltd (t/a as Manors), the employment tribunal awarded £184,961 for indirect sex discrimination to an estate agent who resigned following the mishandling of her request for flexible working on her return from maternity leave.
In Follows v Nationwide Building Society, the employment tribunal held that requiring the senior manager, who is the primary carer for her disabled mother, to be office based amounted to indirect disability discrimination by association.
We look at four recent tribunal decisions where employers were found to have breached the duty to make reasonable adjustments for disabled workers under the Equality Act 2010.
In Bayfield and another v Wunderman Thompson (UK) Ltd and others, an employment tribunal upheld the sex discrimination and unfair dismissal claims of two male directors who were dismissed after the advertising agency vowed to "obliterate" its reputation as a "Knightsbridge boys club".
In Forstater v CGD Europe and others, the Employment Appeal Tribunal held that the consultant's belief that sex is biologically immutable amounts to a philosophical belief within the meaning of the Equality Act 2010.