In order to successfully establish indirect discrimination, claimants do not have to prove the reason why a practice puts their group at a particular disadvantage.

The Government has responded to the Women and Equalities Committee’s report on pregnancy and maternity discrimination in the workplace.

The refusal of a Catholic employee’s 5-week holiday to attend religious festivals was not indirect religious discrimination.

Work-related stress which is the product of unhappiness with a particular situation may not of itself amount to a disability.

An employer’s dismissal of a disabled employee for showing pupils a horror film amounted to discrimination arising from disability.

The Dorchester Hotel gives its female staff a ‘grooming list’ to ensure that they meet certain standards of appearance whilst at work.

An employer must be able to justify the specific application of a sickness absence policy in any particular case.

EasyJet’s roster system, which could require cabin crew to work shifts of over 8 hours, was indirectly discriminatory on grounds of sex.

Asda’s female shop-floor workers are able to compare themselves to their male colleagues in the distribution centres for the purposes of an equal pay claim.

A Christian bakery’s refusal to bake a cake bearing a message in favour of legalising same-sex marriage was discriminatory.