A wheelchair user alleged that it was discriminatory for his employer to dismiss him for using racial slurs when he complained about an inaccessible meeting venue.

Employers are under a duty to make reasonable adjustments to the way in which they apply their sickness absence policies.

It is not discriminatory on grounds of race for an employer to ask its employees not to speak their native language at work in circumstances where there are legitimate security concerns.

A case brought by a former domestic servant against her employers has established for the first time that a person may be treated as discriminated against on grounds of race where the derogatory treatment is connected to their caste status.

A recent decision has confirmed that it is possible for a corporate body to be the victim of discrimination within the meaning of the Equality Act 2010.

A victimisation claim can succeed where a person is treated less favourably because someone else has made an allegation of discrimination and in the employer’s mind the two people are associated.

The dismissal of a Christian employee who expressed negative views in respect of her colleague’s homosexual lifestyle was held to be discriminatory.

An employer’s request that a Muslim employee wear a shorter jilbab for health and safety reasons was held not to be discriminatory.

An employer’s reasonable, though not perfect, efforts to discern whether an employee’s numerous sickness absences were caused by disability have been found to be sufficient to prevent it having constructive knowledge of her disability.

A worsening of employment benefits that were dependent upon length of service did indirectly discriminate against older workers.