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 Harpur Trust v Brazel, the Supreme Court held that holiday pay for part-year workers should not be calculated on a pro rata basis, but by applying the approach set out in s.224 of the Employment Rights Act.
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 the mishandling of the disciplinary process rendered their dismissals unfair.
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.
In Long v British Gas Trading Ltd, an employment tribunal held that the selection for redundancy of a part-time employee who was the mother of young children was sex discrimination, less favourable treatment because of part-time working and an unfair dismissal.
In Hayes v Rendall & Rittner Ltd, an employment tribunal held that it would have been a reasonable adjustment for the employer to reschedule a disciplinary hearing and to have it heard by telephone.
We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.