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 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.
We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.
An employment tribunal has held that an NHS trust unfairly dismissed an employee who was reported for coming to work smelling of alcohol, without further evidence that he was unfit for work.
This case is a prime example of the problems that can occur in a workplace when a member of staff is undergoing IVF treatment in a bid to get pregnant.
The Employment Appeal Tribunal has upheld a tribunal decision that an employee's dismissal was unfair because it was based on a confusing alcohol policy of which he was unaware.
A woman whose absence resulting from IVF treatment was treated as part of her sickness record for redundancy purposes was unlawfully discriminated against on the grounds of sex, rules an Ashford industrial tribunal (Chair: G W Davies) in Robinson v London Borough of Greenwich.
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Employment law cases: HR and legal information and guidance relating to health and wellbeing.