According to recent research, one in eight employers have admitted that they would be reluctant to hire a woman who they thought might take time off to have children (...).
For a whistle-blowing claim to succeed, the worker has to show that they had a “reasonable belief” that the disclosure was in “the public interest”. In Dray Simpson v Cantor Fitzgerald Europe, the Employment Appeal Tribunal held that the claimant’s complaints about commission payments could not be said to engage the public interest but rather were motivated by his own self-interest (...).
To successfully challenge a complaint of indirect age discrimination about a provision, criterion or practice, employers have to show that it was a proportionate means of achieving a legitimate aim. In Heskett v The Secretary of State for Justice, the Employment Appeal Tribunal held that employers can justify indirect age discrimination based on an “absence of means” (…).