In Johnston v Department of Finance, an industrial tribunal in Northern Ireland found that an employer's refusal to provide an alternative "word-light" numeracy test for a dyslexic candidate, was a failure to make reasonable adjustments.
In Wright-Turner v London Borough of Hammersmith and Fulham and another, the employment tribunal held that a senior council officer's dismissal while on sick leave, with no warning, fair procedure or opportunity to appeal, was unlawful disability discrimination.
In Lynskey v Direct Line Insurance Services Ltd, an employment tribunal held that the employer discriminated against the employee by failing to make reasonable adjustments to account for her menopause symptoms, and that disciplinary action taken over her performance issues was unlawful discrimination arising from her disability.
In Jandu v Marks and Spencer plc ET/2200275/21, an employment tribunal held that the retailer had breached its duty to make reasonable adjustments by failing to discount any disability-related effects when assessing the employee against the redundancy selection criteria.
We look at three recent employment tribunal decisions concerning dress and jewellery codes that led to successful employment tribunal claims for religious discrimination and unfair constructive dismissal.
In Reilly v RT Management Bridgeton Ltd, an employment tribunal held that a line manager's failure to address an employee's request to have a sanitary waste disposal bin placed in the staff toilet because she was "the only female of menstruating age who used the toilet" constituted sex discrimination.
In Baker v House of Commons Commission, an employment tribunal held that the employer had breached its duty to make reasonable adjustments when it failed to prevent the use of a disabled employee's modified workstation as a hot desk during her one-day absence.