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.
In Price v Powys County Council, the Employment Appeal Tribunal held that an employment tribunal was entitled to reject a male employee's sex discrimination claim against an employer that enhances adoption pay but not shared parental pay.
In Asda Stores Ltd v Brierley and others, the Supreme Court has confirmed that workers in Asda supermarkets are entitled to compare their pay with the pay of depot workers.
In Page v NHS Trust Authority, the Court of Appeal held that the reason for disciplinary action and "termination" of office was because the director, a "devout" Christian, had expressed his views on homosexuality and same-sex adoption in the media, not because he held those views.
In Allay (UK) Ltd v Gehlen, the Employment Appeal Tribunal held that the employer's diversity training was not sufficient to amount to a "reasonable steps" defence in a claim of racial harassment committed by one of its employees.
In Grant v Hunter Price International Ltd and another, an employment tribunal refused to reduce the claimant's award of £73,853 for pregnancy discrimination and constructive dismissal for covertly recording meetings during a discriminatory disciplinary procedure.
In Cumming v British Airways plc, the Employment Appeal Tribunal held that, when deciding if the employer's policy on childcare was indirectly discriminatory, the correct pool for comparison should include only employees with childcare responsibilities.
In Higgs v Farmor's School, an employment tribunal considered whether or not an employee's belief opposing gender fluidity constituted a philosophical belief within the meaning of the Equality Act 2010.
In Taylor v Jaguar Land Rover Ltd, an employment tribunal held that the definition of gender reassignment in s.7 of the Equality Act 2010 covers employees who identify as non-binary or gender fluid.