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- Type:
- How to
Practical guidance on dealing with an employee who is undergoing IVF treatment, including protection from discrimination during fertility treatment and time off for antenatal care.
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- Type:
- How to
Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
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- Type:
- How to
Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
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- Type:
- Employment law cases
In United First Partners Research v Nicolas Carreras, the Court of Appeal held that a pattern of repeated requests that an employee work in the evenings, which created a pressure on him to agree, was capable of amounting to a "provision, criterion or practice" (PCP) under the Equality Act 2010.
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- Type:
- Employment law cases
In Really Easy Car Credit Ltd v Thompson, the Employment Appeal Tribunal (EAT) allowed the appeal and held that the employer was not obliged to revisit its decision to dismiss when it became aware that the employee was pregnant.
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- Type:
- Employment law cases
In de Souza E Souza v Primark Stores Ltd, the employment tribunal awarded £47,433 to a transgender employee who suffered harassment and recommended that the employer adopt a written policy on how to deal with new and existing staff who are transgender or who wish to undergo gender reassignment.
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- Type:
- Employment law cases
In Guisado v Bankia SA and others, the European Court of Justice (ECJ) held that there is nothing in EU law to prevent a pregnant worker from being included in collective redundancies.
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- Type:
- Employment law cases
In Hale v Brighton and Sussex University Hospitals NHS Trust, the Employment Appeal Tribunal (EAT) held that the decision to instigate the disciplinary procedure was not a one-off act, but the start of a state of affairs that would continue until the conclusion of the disciplinary process.
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- Type:
- Employment law cases
In Donelien v Liberata UK Ltd, the Court of Appeal held that the employer did not have constructive knowledge of the employee's disability and that it had done all it could "reasonably be expected to have done" to find out about the nature of the employee's health problems.
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- Type:
- Employment law cases
In Carrabyne v Department for Work and Pensions, the employment tribunal awarded £110,165 to a disabled claimant who was dismissed while on a final written attendance warning following an absence unrelated to her disabilities.