Later in July Mr Geller was told he was at risk of redundancy and Mrs Geller said she should also be involved in any redundancy, on the basis that she was an employee.
She commenced tribunal proceedings in July 2013 alleging sex discrimination, equal pay, unfair dismissal and unlawful deductions.
The law identifies four forms of discrimination: Direct Sex Discrimination is unequal treatment of a female employee than a male employee (or vice versa) based purely on their gender.
Example: An employer transfers a woman from her post against her will because she is having a relationship with a colleague.
If the employer does not transfer men for the same reason, this transfer may be considered Direct Sex Discrimination.
Sex differences in human physiology are distinctions of physiological characteristics associated with either male or female humans.
Most differing characteristics will conform to a bell-curve (i.e.
The issue of whether both Mr & Mrs Geller should be employees was raised in May 2013 and the respondent considered that issue.
When the shared parental leave regime came into force for expected births from 5 April 2015, one of the key questions for employers who enhanced statutory maternity pay was whether to enhance statutory shared parental pay to the same extent.
The Government’s view was that there was no obligation to do so, on the basis that there cannot be any (direct) sex discrimination given that both female and male parents on SPL are treated alike.
Men and women, including transgendered people, have the right not to be discriminated against at work because of their sexual orientation.
The following section provides information about this right from the worker’s point of view.