Are British civilians employed by the MoD in Cyprus protected by the Equality Act? (Holloway & Ors v Ministry of Defence)
A group of British civilians working on a military base in Cyprus brought claims of discrimination against the Ministry of Defence (MoD). Before considering their claim, the Employment Tribunal had to decide whether GB equality laws applied to this group of workers. The first Employment Tribunal found that the Equality Act did apply to them. However, the MoD successfully challenged this in the Employment Appeal Tribunal. This meant that the case was remitted to the ET to be reconsidered.
Hillingdon Council’s housing rules said that a person must have lived in the area for at least ten years before they could apply for a house. The council refused two people, a refugee who had been given permission to stay in the UK and an Irish Traveller, on these grounds. We saw this as discriminatory and we intervened in their cases in the Administrative Court and the Court of Appeal.
A woman who came to the UK as a migrant domestic worker was abused and exploited by her employer. She successfully brought several claims against the employer, but her claim for race discrimination did not succeed. We supported her to challenge this in the Supreme Court.
Challenging the two-child limit on the basis of discrimination (R ( SC & Ors) v Secretary of State for Work and Pensions)
Tax credits are designed to help with the cost of bringing up a family; but families can only claim credits for the first two children. The claimant in this case is a mother of three children, she cannot take the contraceptive pill because it interferes with other medication she takes and she does not agree with abortion. We believe that the two-child limit discriminates against families like this claimant, so we intervened in her case.
A woman believed the company she worked for had unlawfully discriminated against her when she was pregnant. However, she did not find out that she could make a legal claim until after the three-month time limit. The Employment Tribunal did not agree to hear her case as she had not made a claim within three months, but the Employment Appeal Tribunal later ruled that the original decision should be retaken by a different Employment Tribunal.
When a woman discovered she was pregnant after being offered a job in the police force, the offer was withdrawn. We were concerned this amounted to discrimination and provided the woman with legal assistance to support her case.
DWP signs legally binding agreement to improve equality and diversity in the workplace (Department for Work and Pensions section 23 agreement)
The Department for Work and Pensions (DWP) entered a legally binding agreement with us after a former DWP employee won her claim of direct discrimination on the basis of age and race, racial harassment and victimisation.
Britannia Jinky Jersey Limited, owner of Pontins, signed a legally binding agreement with us to prevent racial discrimination after we became aware of discriminatory practices, including an ‘undesirable guest list’, being used by the organisation.
A pupil, Ruby, took her school to court after it enforced a uniform policy that banned Afro hair of excessive volume. When the school didn’t respond to the claim, the court issued a default judgment in her favour and the family reached a settlement. We funded the case through court and secured a legally binding agreement with the school to ensure it ended the discriminatory policy and considered factors such as race and religion when determining what a ‘reasonable’ hairstyle was.
Helping disabled tenants to make reasonable adjustments to their homes (Andrew Smailes, Stacey Poyner-Smailes and Clewer Court Residents Ltd )
A disabled woman needed to make reasonable adjustments to her home, but because she was renting, they were refused by the landlord. We successfully funded this case to clarify whether a term in the lease prohibiting alterations is contrary to the Equality Act.