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United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
Etam plc v Rowan [1989] IRLR 150 is a UK labour law case concerning discrimination, and genuine occupational requirements. It would now fall under the Equality Act 2010 Schedule 9. Facts
[13] John O'Doherty, the director of Northern Ireland's largest support organisation for LGBT people, the Rainbow Project, said "We believe this is direct discrimination for which there can be no justification. We will, however, take time to study this judgment by the supreme court to understand fully its implications for the rights of LGBT ...
(It is also worth noting that in Ingeniørforeningen i Danmark, Advocate General Kokott pointed out that the objectives which might be relied upon to justify direct discrimination, whether under article 6(1), 4(1) or 2(5), were "fewer than those capable of justifying an indirect difference in treatment, even though the proportionality test ...
Direct" discrimination is when a worker is treated less favourably because of a protected characteristic (e.g. gender or race) compared to another person (with a different gender or race), unless employers can show that a person's characteristic is a "genuine occupational requirement". [388] "Indirect" discrimination is when employers apply a ...
Vento v Chief Constable of West Yorkshire Police [2002] EWCA Civ 1871 is a UK labour law case, concerning the measure of damages for discrimination under the Equality Act 2010. It set out a three band scale of damages, known as the Vento bands , which are updated each year for inflation.
An Act to make provision to require Ministers of the Crown and others when making strategic decisions about the exercise of their functions to have regard to the desirability of reducing socio-economic inequalities; to reform and harmonise equality law and restate the greater part of the enactments relating to discrimination and harassment ...
Lord Dyson MR held there was no reason to remit the case on direct discrimination or harassment. The Tribunal erred, because (1) it could not be discrimination to treat all employees in the same way (2) the appropriate comparator was a hypothetical someone who disliked gay people without it being due to a religious belief (3) looking at the plain words of regulation 5 it was clear that Ladele ...