Ill health dismissal and the EqA Summary It can sometimes be lawful under the Equality Act to dismiss a disabled person who is unable to do the job. However, an employer sho...
Gender reassignment Summary Gender reassignment is a protected characteristic under the EqA. It can apply even though the person does not undergo any form of me...
Outcome vs process in justifying dismissal The EAT has held that in considering the justification defence under s.15 Equality Act, it is the outcome of the decision-making process ...
Coronavirus (COVID-19) A guide for OH practitioners including: Latest developments Duties of employers OH consultations and tests Health condition etc putting ...
Justification if failure to make adjustment would have made no difference The EAT has upheld a tribunal decision that a dismissal due to long-term sickness absence was justified even though the employer had failed ...
Fit notes: temporary change To free up GP capacity, employees are temporarily being allowed to self-certify sickness absence of up to 28 days for Statutory Sick Pay, ra...
Dismissal for long-term absence: Overview In the case of long-term absence, what are the key points, and what difference does it make whether a person has a ‘disability’? Introductio...
Attendance management and Equality Act Sickness absence procedures are subject to the reasonable adjustment duty, as recently confirmed by the Court of Appeal. However other types...
Illness and unfair dismissal Summary There is a separate section on Unfair dismissal generally. This page looks at unfair dismissal particularly in the context of illnes...
Pregnancy and maternity under Equality Act 2010 Summary Equality Act protection for pregnancy discrimination is wide. For example, it is not an excuse that the woman was taken on to tempor...
