MoJA Muslim woman is suing one of the largest cinema chains in Birmingham after she alleged that she had been harassed and discriminated against by her colleagues.

Amal Hussein Abdi, has brought a claim in the Employment Tribunal against Odeon Cinemas in Birmingham after she claimed that she had been subjected to over 40 incidents of race discrimination and religious discrimination, and that she had been constructively dismissed from her job.

Ms Abdi’s claims came to a Preliminary Hearing in Birmingham last week, with Ms Abdi arguing that she should be allowed to take her claim to full hearing of the evidence. Giving evidence at the Preliminary Hearing, Ms Abdi alleged that she had been subjected to the following incidents of discrimination and harassment during the course of her employment with Odeon (among a number of other claims):

  • That she had been told that she could not go to the Christmas party for the Birmingham Odeon staff and that Ms Abdi believed that this was because of her race and religion
  • That unfavourable comments had been made about Ms Abdi’s har and race by a staff member; and
  • That a security guard had made a comment that upset her

Ms Abdi also claimed that she had been compelled to resign from her employment because of the treatment that she had been subjected to.

Odeon’s legal team opposed the continuance of Ms Abdi’s claims to a full hearing on the basis that she had little or no prospect of winning any of her claims. The business also denies all of Ms Abdi’s claims.

Employment Judge Lynn Findlay, presiding over the Preliminary Hearing, decided that a number of Ms Abdi’s claims could proceed to a full hearing, although various claims of discrimination and harassment were struck out as they were out of time.

Ms Abdi commented after the hearing that she wanted to attend the Christmas party and that her religion would have made no difference.

Chris Hadrill, an employment solicitor at Redmans Solicitors, commented on the case: “Businesses must be careful to implement and train staff in equality procedures to avoid potential liability for discrimination and harassment claims. They must also take any complaints about discrimination and/or harassment in the workplace seriously and should investigate these promptly and effectively. If a business fails to take these steps then they may be opening themselves up to liability in a potentially expensive and time-consuming Employment Tribunal claim.”

The Employment Tribunal claim continues.

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Redmans Employment Team deal with employment matters for both employers and employees, including drafting employment contracts and policies, advising employers and employees on compromise agreements, handling day-to-day HR issues, advising on restructures, and handling Employment Tribunal cases for both employers and employees

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Chris

Couldn’t be happier with how Redmans successfully handled our seemingly tricky case. By being clear and detailed every step of the way, with the utmost professionalism and courtesy, they made it an informative and eye-opening process, taking the stress out of the situation and ultimately delivered what you would want from such a service. I fully appreciate everything they have done, and if I am ever in need of such services in the future, they will be the first number I contact. Excellent.

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Dominic

Chris Hadrill was a great help both in terms of his advice and his expertise. He explained my options to me clearly and concisely enabling me to quickly make the right decision for me in the circumstance. I would not hesitate to recommend Chris or Redmans to friends or colleagues, and would certainly make Redmans my first port of call should I require a similar service in the future.

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Patient and thorough advice given to me around my Settlement Agreement

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I found Chris Hadrill to be an excellent help, he is very knowledgeable and gives good ,concise ,strategic advice .He makes himself readily accessible when you need him.I would personally highly recommend him.

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