TV News host Samira Ahmed win equal pay case against BBC for her work on Newswatch. After being underpaid £700k Samira wins tribunal after comparing her pay with Jeremy Vine show Points of View.
It’s hard to believe that the #MeToo movement took off little more than two years ago. Not only has the movement empowered victims to speak up against harassment and encouraged employers to reflect on their approach to dealing with such allegations.
In the era of #MeToo, employers are under increasing pressure to stamp out sexual harassment in the workplace. Faced with a more knowledgeable and vocal workforce, employers must ensure that the workplace culture does not encourage or tolerate inappropriate conduct.
To date, an eclectic range of beliefs have acquired protection from discrimination at work, from beliefs in climate change, Scottish nationalism and the ability of mediums to communicate with the dead, to beliefs against lying, fox hunting and hare coursing. Therefore, one could be forgiven for thinking that a belief in vegetarianism would easily acquire protection.
Recent UK media headlines have focused on pioneering private medical treatment being offered to women to postpone the menopause by removing a piece of their ovary by keyhole surgery
The Claimant, Mrs Coffey, applied to the Wiltshire Constabulary to become a police constable. However, a medical examination revealed that she suffered from some hearing loss. Following Home Office guidance, the Wiltshire Constabulary arranged for a practical functionality test, which she passed.
Mr Page, a practising Christian, was a non-executive director of an NHS Trust and a lay magistrate sitting in criminal and family courts. He participated in decisions involving adoptions.
What cultural changes need to occur to close the gender pay gap and help women progress to top positions in society?
Mr Aplin was an openly gay headteacher at a primary school. He met two 17 year old boys on the Grindr app and the three of them had consensual sex…
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.
