We look at four employment law cases where the employee was successful and the tribunal ordered the employer to pay substantial compensation in three of them.
In Earl Shilton Town Council v Miller, the Employment Appeal Tribunal held that the employer's provision of inadequate toilet facilities for women was direct sex discrimination.
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 Finn v The British Bung Manufacturing Company Ltd and another, an employment tribunal held that the male electrician had been subjected to harassment related to sex when the shift supervisor called him "bald" during a heated exchange.
We look at three successful employment tribunal claims brought over the mishandling of flexible working requests. We also examine two Employment Appeal Tribunal decisions on getting agreement from the employee to extend the three-month decision period and the requirement for a single mother to be available to work late shifts.