This Northern Ireland industrial tribunal decision is a succinct example of an employer discriminating against a female employee with childcare responsibilities by having inflexible working hours.
The Court of Appeal has given short shrift to a police officer's disability discrimination claim over his police force's actions after he displayed violent tendencies at a Christmas party that led his colleagues to fear for their safety.
In Power v Greater Manchester Police Authority EAT/0087/10, the EAT affirmed that, in determining whether or not an employee has suffered direct religious discrimination, a distinction may be drawn between treatment on the ground of the person's beliefs and treatment on the ground of manifestation of those beliefs.
The Court of Appeal has held that the employment tribunal was wrong to assess compensation for a banker who was unfairly dismissed and suffered race discrimination on the basis that he would be unlikely to find an equivalent job again.
The Employment Appeal Tribunal has considered the circumstances in which the terms and conditions of employees derive from the "same source" as their comparators for the purposes of the Equal Pay Act 1970.