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1. Employee discriminated against and unfairly dismissed after job share was unreasonably turned into full-time role

An Employment Tribunal ruled that a female employee had been unfairly dismissed and subjected to indirect sex discrimination after her employer attempted to alter her role from a part-time to a full-time position.

The Tribunal held that the employer’s view that a full-time role would be most effective was made on the basis of “impression and opinion unsupported by evidence”.

Mrs J McBride v Capita Customer Management Limited (ET/1811328/2018)

2. Financial adviser was constructively unfair dismissed after being blackmailed over restrictive covenants

An Employment Tribunal held that a financial adviser had been constructively unfairly dismissed from his employment after one of the directors at the business attempted to “blackmail” him unless he signed an amendment to his contract extending the length of post-termination restrictive covenants.

The Employment Tribunal awarded the Claimant £17,199.12 in compensation.

Mr P Ward v Fiducia Comprehensive Financial Planning Ltd (ET/2602061/18)

3. Nurse discriminated against by NHS after period of sickness leave due to workplace stress & anxiety

The Employment Tribunal upheld the Claimant’s claims of discrimination arising from disability (section 15 Equality Act 2010) and failure to make reasonable adjustments (section 20 Equality Act 2010) after it found that there had been “no meaningful discussion” during the meeting in which the Claimant had been dismissed and, further, that the NHS Trust had not considered his disability before taking the decision to dismiss him.

Mr J Horn v Grampian Health Board (ET/4104486/2018)

4. Boots discriminated against hearing-impaired employee after failing to provide him with necessary hearing equipment

The Employment Tribunal held that a Boots employee with a severe hearing impairment had been discriminated against after the company failed to implement reasonable work adjustments in a prompt time-frame.

The Employment Tribunal ruled that there was no reasonable explanation for the delay in providing the employee with hearing equipment between December 2016 and September 2017.

Mr A Askander v Boots Management Services Ltd (ET/2206094/2018)

5. Christian doctor who refused to use transgender pronouns loses Employment Tribunal claim

The Employment Tribunal held that a doctor who had been dismissed from his position as a health and disabilities assessor at the Department for Work and Pensions after he stated that using the preferred pronouns of transgender individuals would contravene his Christian beliefs, and he could therefore not do so.

The Tribunal found that the doctor’s views were “incompatible with human dignity and conflict with the fundamental rights of others”, and that his views were therefore incapable of constituting a protected characteristic under the Equality Act 2010.

Dr David Mackereth v (1) The Department for Work and Pensions and (2) Advanced Personnel Management Group (UK) Ltd (ET/1304602/2018)

About

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 Call 020 3397 3603 to speak to one of the members of our employment team or email us on enquiries@redmans.co.uk. Redmans have offices in Richmond, Chiswick, Hammersmith, Fulham, Kingston, Wimbledon, Ealing, Kings Cross and Marylebone (meetings strictly by appointment only).

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    Mark M

    I found Redmans very easy to work with. Mel was very responsive, her advice led to an improved settlement. . Recommended.!

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    Anonymous

    Redmans Solicitors were consistently prompt, efficient and professional from the start of my reaching out to them for support in relation to contentious negotiations of an employment matter that continued for almost two months resulting in a positive settlement agreement. Chris Hadrill was diligent, thorough, empathetic and objective in his advice and guidance, showing deep and broad knowledge of the law and legal processes plus extensive practical experience in handling complex matters, resulting in clear and pragmatic advice in ambiguous circumstances that resulted in a very good outcome. I fully recommend Chris Hadrill and Redmans Solicitors! I have made this review anonymous purely because of the confidentiality obligations in the settlement agreement concluded.

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    Mark W

    Redmans Solicitors were extremely professional and helpful! Chris Hadrill handled my case and was an amazing help! His guidance, advice and understanding to my redundancy settlement were always clear, concise and very helpful and I am very grateful to him, and glad I found Redmans to help with my settlement. I highly recommend them!

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    I found everything about the company to be extremely professional and efficient. During my initial contact with Chris, he listened well and was reassuring, so I felt confident that my case would be well handled. Caroline was excellent at explaining all the legal points and answering my questions, as well as being very supportive and understanding throughout the process. I would definitely recommend this company.

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