The Employment Law Bulletin reports that in the case of Little v Richmond Pharmacology Ltd an initial act of indirect discrimination was made good following an internal appeal.
After the Claimant’s original request for part-time working on return from maternity leave was declined, she appealed and was subsequently offered a trial period of part-time working. But before her internal appeal was answered, the Claimant had resigned from her position and pursued her appeal against the refusal of flexible working.
The EAT upheld the employment tribunal’s decision to reject the complaint of indirect sex discrimination, noting that the Claimant had not suffered a personal disadvantage and that the appeal had been resolved before the Claimant’s projected return to work.
Read more at: https://danielbarnettemploymentlaw.blogspot.co.uk/
For more information on indirect discrimination, take a read of our summary of the Equality Act 2010.
