Equality, diversity and human rights

New and updated

• Type:

  FAQs

  Must an employee resign before pursuing a discrimination claim?

• Type:

  FAQs

  Does an unsuccessful job applicant require concrete evidence to prove that they were discriminated against?

• Type:

  FAQs

  When selecting for a position can an employer operate a positive disability discrimination policy?

• Type:

  FAQs

  What questions should an employer avoid asking candidates at interview?

• Type:

  FAQs

  How can an employer draw up a shortlist for a position without discriminating against applicants?

• Type:

  FAQs

  In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?

• Type:

  FAQs

  Can an employer stipulate an age limit for a job?

• Type:

  FAQs

  Is it unlawful to include a preferred age range in a job advertisement?

• Date:

  22 September 2006

  Type:

  Employment law cases

  Harassment/employer's liability: Employers may be vicariously liable under 'stalking' legislation

  In Majrowski v Guy's and St Thomas's NHS Trust [2006] IRLR 695 HL, the House of Lords holds that under the Protection from Harassment Act 1997 employers will be vicariously liable for harassment committed by employees acting in the course of their employment.

• Date:

  22 September 2006

  Type:

  Employment law cases

  Disability discrimination: No duty to pay full pay to disabled employee during sickness absence

  In O'Hanlon v The Commissioners for HM Revenue & Customs EAT/0109/06, the Employment Appeal Tribunal holds that the Disability Discrimination Act 1995 does not require an employer to pay disabled employees on sick leave more than it pays non-disabled employees who are off sick.