Mr Kansal was northern Indian, Punjabi in origin and a UK national. He brought nine specific complaints of direct discrimination against his employer.
Two of those complaints made it to the EAT. The first was that he had been sidelined and excluded from transactions; he had been left out of pitches. The second was that he had been told that he could no longer work from home.
Ms Aziz was a care worker who had relocated to the Trust’s Dell Field Court site. Issues arose between her and two other workers, and this triggered a period of difficulties, complaints, suspensions, absences and grievances.
The situation was deemed to be dysfunctional, and the Trust decided that Ms Aziz should be moved to another site. She was given three weeks’ notice and confirmation that she would be paid her additional travel expenses in line with the employer’s relocation policy. But Ms Aziz didn’t take up what she said was her employer’s offer to move to a different location.
There are many charities that offer free support if you need someone to speak to.
It has been over two years since the Construction (Design and Management) Regulations 2015 (CDM) were introduced and they still are not widely understood.
We are focusing our thoughts and energy on Back Care Awareness. Being a health and safety and employment law company, it comes with no surprise that we feel very passionately about this. The more people we can get to be aware of back care, the better. Believe it or not, back pain is one of the most common causes of sickness absence in the workplace. In fact, a staggering 80% of the population will suffer with back pain throughout their life.
Following the introduction of gender pay gap reporting in April this year, the Equality and Human Rights Commission has published six steps to reducing disparities in pay related to gender, ethnicity and disability.
In two Employment Appeal Tribunal (EAT) cases, two conflicting decisions were reached on what were very similar facts.
Mr Trayhorn was invited to a disciplinary meeting but went on sick leave, resigning before the disciplinary could run its course.
Unfavourable treatment is an essential element of a disability discrimination claim. The Williams case considered what this actually means.
Hot flushes, insomnia and fatigue are just some of the symptoms. But the report highlights that lower productivity, reduced job satisfaction and problems with time management are all possibly consequences.