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- Type:
- Employment law cases
In Curless v Shell International Ltd, the Court of Appeal upheld the tribunal decision that an email that contained legal advice on how to avoid a discriminatory dismissal is protected by legal privilege because it was not advice to act in an "underhand or iniquitous way".
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- Type:
- Employment law cases
In Gray v Mulberry Company (Design) Ltd, the Court of Appeal held that the employee's refusal to sign a copyright agreement was not due to any philosophical belief, but to her wish to achieve greater protection for her own creative work.
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- Type:
- Employment law cases
In López Ribalda and others v Spain, the European Court of Human Rights held that Spanish shop workers' right to privacy was not violated when a supermarket secretly installed hidden cameras to monitor employee thefts.
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- Type:
- Employment law cases
In Stolk v Hunts Foodservice Ltd and another, an employment tribunal awarded the claimant £11,028 after finding that pre-termination negotiations were admissible as evidence of pregnancy and maternity discrimination.
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- Type:
- Employment law cases
In Raj v Capital Business Services Ltd, the Employment Appeal Tribunal refused to overturn an employment tribunal decision that a female team leader's "misguided" attempt at encouraging a male employee by touching his shoulders while standing behind him was not sexual harassment.
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- Date:
- 17 September 2019
- Type:
- Commentary and insights
The Equality Act 2010 imposes a positive obligation on employers to make reasonable adjustments that will assist disabled individuals. While employers may be familiar with the duty, sometimes it is not straightforward deciding what is "reasonable". We explore some of the key factors as we look at seven situations where adjustments were found to be reasonable.
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- Type:
- Employment law cases
In Conisbee v Crossley Farms Ltd and others, an employment tribunal held that vegetarianism is not a "philosophical belief" under the Equality Act 2010. However, the tribunal suggested that veganism is more likely to be protected under the Act.
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- Type:
- Employment law cases
In Birtenshaw v Oldfield, the Employment Appeal Tribunal held that the tribunal does not need to be satisfied that the adoption of lesser measures would have necessarily prevented the unfavourable treatment in a discrimination arising from disability claim.
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- Date:
- 3 September 2019
- Type:
- Podcasts and webinars
We discuss common issues associated with dismissal for long-term poor attendance recently highlighted in the EAT decision of Kelly v Royal Mail Group.
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- Type:
- Employment law cases
In Wisbey v Commissioner of the City of London Police and another, an employment tribunal held that a police force indirectly discriminated against a male police officer who was temporarily removed from rapid-response driving duties because he is colour blind.