In Risby v London Borough of Waltham Forest EAT/0318/15, the EAT affirmed that a finding of unfavourable treatment because of "something arising in consequence of" a claimant's disability can be made where there is no direct connection between the disability and the conduct leading to that treatment.
In this unusual case, an employment tribunal struck out four claimants' cases and ordered them to pay £17,371 each in costs after the respondent NHS trust's chief executive and lawyers were sent a covert recording of the trust receiving legal advice.
The Employment Appeal Tribunal (EAT) has rejected a reasonable adjustments claim by an NHS worker with severe phobias of blood and needles. Ryan Stringer explains this recent decision on reasonable adjustments for a disabled person.
The Employment Appeal Tribunal (EAT) has held that the dismissal of a Christian employee because of her refusal to end her marriage with a convicted sex offender was indirect religious discrimination.
The employment tribunal has upheld a claim for discrimination arising from disability against an employer that withdrew a job offer when it discovered the extent of the claimant's previous long-term ill-health absences.
The Employment Appeal Tribunal (EAT) has held that the employee had no reasonable expectation of privacy in respect of inappropriate emails and photographs on his iPhone relating to a work colleague that affected the workplace.
The Employment Appeal Tribunal (EAT) has held that an employee was subjected to disciplinary proceedings because of her own inappropriate actions, and not because she was manifesting her Christian beliefs.
The Employment Appeal Tribunal (EAT) has held that both the claimant's former and prospective employers committed discrimination arising from disability when a negative verbal reference resulted in a job offer being withdrawn.
The Court of Appeal has held that an employer's failure to deal with antagonism towards a trade union member amounted to a detriment because of trade union activities.