Welcome back to our monthly newsletter.  In case you missed February’s edition, you can click here to read it.  This month we look at a Claimant who would’ve won her claim for sexual harassment, victimisation and discrimination, if she hadn’t destroyed evidence before her remedy hearing, we will also look at whether a serial complainer can be fairly dismissed and on the lighter side of the news, we look at a heartfelt story of the widowed swan, Blossom, who found a second chance at love after staff created her a dating profile. Claimant Who Destroyed Evidence Before Damages Hearing ..read more

Cemetery Workers Play Matchmaker for Lonely Swan To end your week with a bit of positivity, we have a heartwarming story making headlines of the lonely-widowed Swan, Blossom, finding another chance of love after staff at the cemetery created her a dating profile. Previously, Blossom lived with her partner Bud for 5 years on the edge of the cemetery.  The pair of geese were always by each other’s side wandering around the cemetery looking for food.  However, unfortunately, Bud was killed by a wild animal, leaving Blossom wandering sadly around the cemetery on her own. Blossom re ..read more

Can You Be Dismissed For Being A Serial Complainer? The Court of Appeal are set to hear the appeal of Hope v British Medical Association (BMA) this year. The Claimant, during the course of his employment, had made numerous grievances against his senior managers which, in turn led to his dismissal for gross misconduct. Each time the Claimant made a grievance, he refused to progress the grievances at a formal level or withdrew them.  The Claimant was made aware that he could face disciplinary action if his claims were found to be ‘frivolous’ or ‘vexatious’. In response to this, the Claiman ..read more

Claimant Who Destroyed Evidence Before Damages Hearing Gets Her Claim Struck Out In the case of Kaur v Sun Mark Ltd and others, the Claimant had successfully shown the Employment Tribunal (ET) that she was a victim of sexual harassment, discrimination, and victimisation.  Following an appeal by the Respondent on the Victimisation claim, the Respondent sometime in May 2021, requested disclosure to re-visit the evidence by having an expert investigate the Claimant’s evidence.  The application for disclosure was for the Claimant’s mobile phone and notebook which contained recorded conv ..read more

Hello again and welcome back to another case of the week.  For those who missed last week’s case on disability discrimination and whistleblowing can click here. This week, we look at the case of Atif v Dolce & Gabbana UK Ltd regarding a claim of race discrimination. The Claimant, Ms Atif worked at the well-known Italian fashion brand, Dolce & Gabbana UK Ltd as a client advisor from 2013 until her dismissal in March 2020.  The Claimant was dismissed for abusing the Respondent’s sickness absence policy.  However, the Claimant felt that her dismissal amounted to race discr ..read more

Welcome everyone and thank you for joining us for another case of the week. Last week, we examined a claim for constructive unfair dismissal. For anyone that missed it, you can find that here. This week, we look at the case of Hall v Transport for London. The Claimant was employed by the Respondent as an Engineer. The Claimant had brought claims of disability discrimination and whistleblowing detriment to an Employment Tribunal on 3 June 2019. He argued that he had been subject to unfavourable conduct stretching as far back as February 2014. While disability status was disputed, this was reso ..read more

Hello again and welcome back to our case of the week, where we look at a claim for unfair constructive dismissal. Those that missed last week’s case regarding a disability and reasonable adjustments claim, can find it here. This week’s case is Mr M Clifton v Maximus UK Services Ltd. The Claimant was employed as a business manager by the Respondent who provides employment and skills support for disabled people returning to the job market. The Claimant led a team of 6-10 people who dealt with clients and he had performance targets to meet. In or around September 2022, the Respondent r ..read more

Good morning all and thank you for joining us for our case of the week. For those that missed out on last week’s update, which involved pregnancy discrimination, you can find that here. This week, we are examining a disability and reasonable adjustments claim in the case of Miller v Rentokil Initial UK Ltd. The Claimant, Mr Miller, worked as a Pest Control Technician at the Respondent company. Described as a ‘field role’, the Claimant’s duties involved attending customer premises to carry out inspections, maintenance and treatment of pest issues, and working at height. While it was not the fo ..read more

Hello again and welcome back to our case of the week. This week, we  look at whether a Claimant was entitled to enhanced maternity pay after signing a new contract with terms which were less favourable and not drawn to her attention. Those that missed our last case update of the dismissal of the Christian actress and whether it was discriminatory can find it here. This week’s case is Miss K Thomas v Maximus UK Services Ltd. The Claimant was employed as an operations manager by the Respondent who provides employment and skills support for disabled people. The Respondent was formed as a ne ..read more

Hello everyone and thank you for joining us for another case of the week update. For everyone that missed our last update about a whistleblowing claim, you can find that here. This week, we are looking at whether a Christian actress can be fairly dismissed from a lesbian role in the case of Omooba v Michael Garret Associates. The Claimant, Seyi Omooba, was employed as an actress by the two Respondents, the agency and the theatre. The Claimant grew up in a committed Christian household, as her father is a pastor who runs a Christian centred legal advice service. In September 2014, when the Cla ..read more