Sex discrimination, harassment and victimisation of an NHS medical consultant on her return from maternity leave to Great Ormond Street Hospital.
Employers should give proper consideration to all possible alternatives before dismissing an employee for long-term sickness absence.
The EAT has given guidance on how an employer should respond to numerous intermittent sickness absences of an employee with a disability.
The EAT has made clear that context is key to the determination of whether conduct amounts to harassment.
The Court of Appeal has set out what an employer does and does not need to know in order to be found to have discriminated against a disabled employee.