A 62-year-old worker who was made redundant was awarded over £27,000 for age discrimination and unfair dismissal, in a stark warning for employers that allow their redundancy selection procedure to be tainted by age bias.
The Employment Appeal Tribunal has held that, on the facts of the case, an employer did not commit sex discrimination against an employee on maternity leave when an administrative error meant that she was not informed of a job vacancy.
This employment tribunal ruling provides a useful example for line managers and staff of the wide variety of conduct that can amount to sexual harassment.
The Fair Employment Tribunal in Northern Ireland has found that a small business owner committed age discrimination against an employee after she refused to enter into a joint arrangement with him relating to the purchase of land.
In McFarlane v Relate Avon Ltd [2010] EWCA Civ B1, the Court of Appeal refused a Christian relationship counsellor leave to appeal against a finding that his dismissal for refusing to counsel same-sex couples on sexual matters did not constitute religious discrimination.
This case deals with a common issue in redundancy situations: the discounting of disability-related absences when scoring against a "sickness absence" criterion.