This employment tribunal held that a Christian telesales agent's belief that potential customers should not be deceived to obtain sales could be protected under the Equality Act 2010. However, the claimant lost his case because he did not present sufficient evidence that his former employer had required him to lie to potential customers.
In this age discrimination case, the police successfully defended a claim by a police officer who left after being chosen for redeployment, but not before the employment tribunal described its cost-cutting exercise as "shambolic" and "to some degree incompetent".
This case is a useful early example, along with Williams v Ystrad Mynach College ET/1600019/11, of how employment tribunals are approaching the new concept of "discrimination arising from disability" under the Equality Act 2010. The claimant fell at the first hurdle by failing to demonstrate a link between his disability and his treatment by the employer.
The European Court of Justice has confirmed that a reduction in working hours can be regarded as reasonable accommodation for disabled workers where the reduction makes it possible for the worker to continue in employment and does not represent a disproportionate burden on the employer.