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Indirect sex discrimination flexible working

WebSeptember 17, 2024. In Thompson v Scancrown Ltd (trading as Manors), the Employment Tribunal held that a refusal of a female employee’s request for flexible working, which … Web28 feb. 2024 · Flexible working requests and indirect sex discrimination. A female employee can claim indirect discrimination where an employer applies a provision, criterion or practice (PCP) which puts or would put women at a disadvantage compared to men (group disadvantage); and the PCP puts or would put the employee at that …

Part-time work: Your Rights TUC - Trades Union Congress

Web6 apr. 2024 · She was dismissed by reason of redundancy on 25 November 2014. Ms Lancaster successfully brought a claim of unfair dismissal before the Employment Tribunal. The Tribunal held that Mr Tumber's requirement to work after 5pm constituted indirect sex discrimination and part-time worker detriment. As part of her claim, Ms Lancaster … blaina chinese https://flowingrivermartialart.com

Mother refused 5pm finish wins £185,000 payout - BBC News

Web- Requests for changes to hours of work or flexible working relating to a worker’s religion or belief - Requests for changes to hours of work or flexible working relating to a worker’s gender reassignment • Decisions relating to time off - … WebFlexible working requests and indirect sex discrimination A female employee can claim indirect discrimination where an employer applies a provision, criterion or practice … Web21 nov. 2016 · She applied for flexible working so that her weekday working hours were between 8.00am and 6.00pm and not to have to work at weekends. In practice, drivers worked rotating shifts which involved some shifts starting early morning, others finishing late at night and some at the weekend. blaina fish shop

Flexible working and sex discrimination - Brachers

Category:Flexible working, childcare & indirect sex discrimination

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Indirect sex discrimination flexible working

Rejection of Flexible Working Request Considered Indirect Sex ...

WebFlexible working: Your rights A flexible working request could involve shorter hours, different start and finish times, a job share or doing your hours over fewer days … Web14 mrt. 2024 · However, she claimed in the employment tribunal that she had suffered indirect discrimination, asserting that a provision, criterion, or practice (“PCP”) requiring a fully flexible working ...

Indirect sex discrimination flexible working

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WebThe Law This case deals with two main areas of law – the statutory right to request flexible working and indirect sex discrimination. The statutory right to request flexible … WebIndirect discrimination and flexible working: needs of other employees can justify indirect discrimination Published 4 October 2016 In this case, the EAT held that an …

Web8 dec. 2024 · Indirect sex discrimination is where an employer unjustifiably applies a general rule (eg no part-time working) which puts women (more than men) at a particular disadvantage. This is because women still tend to have the … WebIndirect discrimination The employee or applicant must be able to prove both of the following about the rule or arrangement: it's unfair to them and to others with the same …

WebIn this case the Employment Tribunal found there was indirect sex discrimination where a flexible working request was denied. The claimant was awarded around £185,000 in … WebEmployers need to take care in responding to flexible working requests to avoid indirect sex discrimination. Getting it wrong can be costly. Recent cases…

WebYes. If you have been employed for 26 weeks you can request flexible working under the formal right to do so explained in the ACAS Code. If you have been working for your employer for fewer than 26 weeks, you can still make a request. A refusal by your employer, which is not justified, could be indirect sex discrimination.

WebA refusal may be indirect sex discrimination if your employer does not have justifiable business reasons to refuse. Indirect sex discrimination is where there is a provision, such as full-time working applied to everyone, which particularly disadvantages women compared to men, and which the employer cannot show is necessary for the business link. blaina deathsWebInSweden pregnancy and maternity discrimination is only indirectly – and tacitly – covered by the Discrimination Act’s ban on direct sex discrimination. According to the national expert, the Swedish implementation can – and has been12– criticised on … blaina facebookWeb31 mrt. 2024 · In this situation the employee will have a case for indirect sex discrimination. In this case, the rule for all employees has a worse effect on women than it does compared to men. S tatistically women are more likely to provide home care for their children, meaning they are more likely to require flexible work to raise their children. blain actu