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.
When a woman discovered she was pregnant after being offered a job in the police force, the offer was withdrawn.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.
After we brought a judicial review against NHS Greater Glasgow and Clyde (NHSGGC) and HC One Oval Ltd, the owner of a chain of care homes, the NHSGGC stopped placing patients in two care homes in Glasgow without legal authority and a legal agreement was reached.
Paradigm Precision signs legally binding agreement to protect staff from harassment and discrimination (Paradigm Precision Burnley Ltd)
Paradigm Precision Burnley Ltd has entered a legally binding agreement with the Equality and Human Rights Commission (EHRC) following an Employment Tribunal decision that found it had discriminated against one of its employees, Mr Peter Allen.
A disabled man was unable to board a bus because a passenger with a pushchair refused to vacate the wheelchair space. The man successfully brought a claim for discrimination against the bus company. The company appealed twice in the Supreme Court, which is where our involvement began.
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.
Can an employer lawfully treat an employee less favourably, including dismissing them, because of behaviour in their private life which runs contrary to the employer’s religion or belief?
Challenging discrimination of a homosexual couple by a hotel (Bull and another (Appellants) v Hall and another (Respondents))
When a private hotel run by committed Christians refused the booking of a double bedroom by a homosexual couple in a civil partnership, we provided legal assistance and the couple successfully won their claim of direct discrimination.
Upholding the right to freedom of religion or belief (Forstater v (1) CGD Europe (2) Centre for Global Development (3) Masood Ahmed)
Ms Forstater alleges that she was discriminated against when her contract was not renewed because of her belief that trans women are not women. The Employment Tribunal decided her belief is not protected under the Equality Act 2010. We are intervening in the case at the Employment Appeal Tribunal, to clarify how equality and human rights law applies in the complex area of freedom of thought, conscience and religion. Our submissions concern the law and the legal approach adopted by the Employment Tribunal. They do not take or express any view as to whether Ms Forstater’s discrimination claim should succeed.