In Page v NHS Trust Development Authority, the Employment Appeal Tribunal upheld an employment tribunal decision that there was no religious discrimination where a non-executive director was suspended after voicing his opposition to same-sex couple adoption in the media.
In Forbes v LHR Airport Ltd, the Employment Appeal Tribunal held that an employer was not vicariously liable for racial harassment when an employee posted an image of a golliwog on her Facebook account.
In Heskett v Secretary of State for Justice, the Employment Appeal Tribunal upheld the tribunal decision that a discriminatory pay policy is justified as a proportionate means of achieving the legitimate aims identified by the Ministry of Justice.
In Chief Constable of Norfolk v Coffey, the Court of Appeal upheld the tribunal decision that a police constabulary had directly discriminated against an officer because of its perception that her medical condition could develop into a disability in the future.
In Kelly v Royal Mail Group Ltd, the Employment Appeal Tribunal held that a long-serving employee's dismissal for frequent absences in accordance with the employer's attendance policy was harsh but fair.
In Pitcher v Chancellor, Masters and Scholars of the University of Oxford and another, an employment tribunal held that Oxford University's "employer-justified retirement age" for academics is a proportionate means of achieving its legitimate aims.
In Base Childrenswear Ltd v Otshudi, the Employment Appeal Tribunal considered the level of race discrimination compensation for an employee whose appeal against her dismissal and post-dismissal grievance were ignored.
In Ali v Capita Customer Management Ltd; Chief Constable of Leicestershire Police v Hextall, the Court of Appeal rejected sex discrimination claims brought by male staff against employers that enhance maternity pay but not shared parental pay.
In Owen v Amec Foster Wheeler Energy Ltd and another, the Court of Appeal held that refusing to allow a disabled employee to undertake an overseas posting due to medical concerns did not amount to direct disability discrimination.
In Kuteh v Dartford and Gravesham NHS Trust, the Court of Appeal held that the NHS trust fairly dismissed a Christian nurse for initiating inappropriate conversations about religion with patients in breach of a lawful management instruction.