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 Chief Constable of the Police Service of Northern Ireland and another v Agnew, the Supreme Court upheld the Court of Appeal's decision that police officers and civilian police support staff in Northern Ireland can recover holiday underpayments that stretch back as far as 1998.
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
In Hope v British Medical Association, the Employment Appeal Tribunal held that the tribunal was entitled to find that the employer had acted reasonably in dismissing the employee for bringing vexatious grievances and refusing to either pursue or withdraw those grievances.
In Cox v Lancashire County Council, an employment tribunal held that allowing an autistic employee's wife to accompany him at a disciplinary hearing was a reasonable adjustment under disability discrimination legislation.
In Commissioner of the City of London Police v Geldart, the Employment Appeal Tribunal held that a failure to pay a London allowance to a police officer on maternity leave constituted direct sex discrimination and no comparator was required.
In Badara v Pulse Healthcare Ltd, the Employment Appeal Tribunal held that the employer should not have relied solely on negative Home Office checks when it dismissed the employee for failing to provide right to work documentation.
In Ibrahim v HCA International Ltd, the Court of Appeal reiterated the two-step test for an employment tribunal to follow when deciding if the claimant had a reasonable belief that the disclosures they were making were "in the public interest".
In Bessong v Pennine Care NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the Equality Act 2010 cannot be interpreted to make an NHS trust vicariously liable for race discrimination for a patient's racially motivated attack on a mental-health nurse.