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Insights into major employment and discrimination cases in the UK covering the time period from 2010 to 2011 are discussed. Some of these cases involve employment contracts, unfair dismissal, whistleblowing, transfer of undertakings, redundancy consultation, and equal pay. Cases involving race, disability, sexual orientation, religion or belief, and age are also presented.

Main points of a court ruling on a religious discrimination case, which involves the British Airways' jewelry-prohibition policy, are presented. In this case, the claimant was disallowed to visibly wear a plain silver cross. Insights on rulings in a religious intolerance case against a London borough and a race discrimination case involving the British National Party are also discussed.

Important points of the UK Court of Appeal's ruling on an equal pay case, in which the Sheffield City Council's productivity scheme is challenged, are presented. In the scheme, bonuses are given only to male-dominated manual jobs and not to female jobs. Insights on the European Court of Justice's ruling in a case disputing the Frankfurt fire service's maximum recruitment age are also discussed.

Modifications to the U.K. Government's Equality Bill during its Committee Stage in the House of Lords are examined. The Report Stage of the Bill had been scheduled on March 2, 2010. Costs of reasonable adjustments and inquiries relating to a work applicant's disability and health are among the issues tackled during the Committee Stage.

Employment and discrimination cases involving transfer of undertakings, collective redundancies, and trade union membership are expected to be tackled in UK courts for 2010. Cases that tackle employment status in contracts, unfair dismissal, whistleblowing, and working time are also anticipated. Decisions on some sex-, religion-, race-, and age-related discrimination cases are also given.

Changes to the UK Government's Equality Bill during its Report Stage and Third Reading in the House of Commons are presented. How the Bill tackles discrimination arising from disability and discrimination against non-disabled people are discussed. The definition of sexual harassment and the Government's possible approval of representative actions in discrimination cases are also described.

Implications of discrimination cases that appeared in 'Industrial Relations Law Reports' during 2009 on changes to legislation are presented. These cases involve sex and race, equal pay, disability, religion or belief, sexual orientation, and age. Exclusions, exceptions, and factors that warrant harassment and direct and indirect discrimination in these cases are discussed.

Important points of the UK Employment Appeal Tribunal's decision on whether belief in climate change can be protected against religious or belief discrimination are presented. Cases involving stigma related to unlawful employment dismissal and of discrimination against an employee who care for a disabled person are also discussed.

Overviews of several employment cases in the UK are discussed. The Somerset County Council v. Pike case dealt with indirect discrimination against a woman whose part time employment was not pensionable while the Fareham College Corporation v. Walters dealt with disability discrimination.

A guide to the Equality Bill which examines the new public sector equality duty is discussed. The UK government has developed proposals which will prohibit age discrimination in services and public functions. Information about three options in respect of shaping an exception from the age discrimination prohibition for financial services is also provided.

A guide to the Equality Bill which examines important changes existing law is presented. One key change is that disability-related discrimination will be replaced by indirect disability discrimination and discrimination arising from disability. Provisions that tackle gender pay gap information and sex discrimination in relation to contractual pay are also discussed.

Age, gender reassignment, sexual orientation, sex, religion or belief, race, pregnancy and maternity, marriage and civil partnership, and disability are protected characteristics under the Equality Bill. The bill states that a person directly discriminates against another one if he or she treats the other person less favorably because of a protected characteristic. Indirect discrimination as defined in the bill is discussed.

Information about a case involving the National Health Service (NHS) job-evaluated equal pay scheme is provided. An employment tribunal has rejected claims that the job evaluation was sex discriminatory, or that pay protection perpetuated historic sex discrimination. The details of other cases involving employment issues are also presented.

An equal pay case cannot be filed by a claimant using his or her successor as a comparator, as shown in the Walton Centre fo Neurology and Neurosurgery NHS Trust v Bewley lawsuit. This practice was found to be too hypothetical. Other discrimination lawsuits, including the cases Sodexo Ltd v Gutridge and Cumbria County Council v Dow, are discussed.

A case was filed against the chief constable of Hertfordshire Police, claiming failure to protect the right to life of a person due to give evidence in a trial. It was ruled that the police did not breach the victim's right to life, as in the Chief Constable of Sussex v Smith lawsuit. An age discrimination case filed against Clarkson, Wright and Jakes and breach of contract filed by the London Borough of Lewisham are discussed.

Highlights of changes to Sex Discrimination Act 1975, following Court of Appeal decision in Alabaster v Barclays Bank plc, are presented.

An overview on chief sections of United Kingdom age discrimination regulations, which will be implemented in 2006, is presented.

The salient provisions contained in the revised Equality bill introduced in the United Kingdom's House of Lords on June 15, 2005, are discussed. The bill was first introduced on April 5, 2005, but could not be approved because of lack of time due to general elections. The bills covers equality and human rights aspects related to communities, disabilities, religion etc.

The highlights of Disability Discrimination Act 2005 are examined.

The proposed amendments to the Sex Discrimination Act in accordance with the revised EU Equal Treatment Directive 2002/73 are issued for consultation. The salient provisions of the amendments are discussed and the implications on the implementation of these amendments are analyzed.

Highlights of key discrimination decisions of 2004 with a summary of legal principles established in discrimination decisions are examined.

Predictions on key discrimination and equal opportunities cases that are on appeal for 2005 are examined.

The major changes relating to definitions of disability and mental impairment, increasing protection of persons with cancer, multiple sclerosis and HIV etc., in the Disability Discrimination bill introduced in the House of Lords are discussed.

The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2004 was introduced on 1 October 2004 as an essential component of the government's new regime for resolving disputes. The new rules, which are applicable to all discrimination complaints, are overviewed under the heads - making a claim, acceptance conditions, responding to a claim, default judgments, costs, preparation time orders and wasted costs order.

The Employment Act 2002 or the Dispute Resolution Regulations 2004 was executed in October 2004. The act will have a major influence on discrimination complaints. Apart from this act the new Employment Tribunals Rules of Procedure also came into force on the same day. While the Department of Trade and Industry has issued regulations over resolving issues, Acas has revised its Code of Practice keeping in mind the regulations that have been executed. An analysis of the Dispute Resolution Regulations is presented.

The definition of disability is to be altered by removing the eclinically well-recognizedE requirement in respect to mental illness. The government accepted some of the recommendations of the joint parliamentary scrutiny committee on the draft Disability Discrimination Bill published in December 2003. A detailed summary of the committeeEs recommendations and the governmentEs response is presented.

Predictions for some of the key cases on discrimination, which are expected to be heard about in 2004, are discussed. The cases are related to different topics like part-time and full-time workers, maternity, disability discrimination, equal pay, sex and race discrimination, remedies, transsexuals and sexual orientation.

This article provides an overview of plans by the UK government to enact laws to prevent age discrimination in the workplace.

The UK government has issued consultative draft Regulations for amending the Race Relations and Disability Discrimination Acts. Some of the issues that would come before employment tribunals and courts include harassment, race discrimination, sexual orientation discrimination, and disability.

Main points of the Employment Appeal Tribunal's (EAT's) ruling on an equal pay case, in which payments made by St. Helens & Knowsley Hospital NHS Trust during non-overtime unsocial hours are challenged, are presented. In this case, men were paid at a higher rate than women. Insights on the EAT's application of 'without prejudice' over a discrimination claim are also discussed.

The European Court of Justice has ruled that national courts are mandated to disapply any provision of national legislation which contradicts the principle of equal treatment. Meanwhile, the Employment Appeal Tribunal (EAT) has decided that acquiescence does not mean sexual conduct is wanted. Insights into the EAT's upholding that job swap is reasonable adjustment are also given.

How the Employment Appeal Tribunal's overturned another tribunal's ruling that a gay employee was unlawfully harassed by his manager is explained. In this case, the manager had made it known to other employees that he was gay. Awarding compensations in a case involving knowledge of discrimination and upholding employer's liability for agency worker's discrimination are also discussed.

Modifications to the UK Government's Equality Bill during its Report Stage in the House of Lords are examined. The Third Reading of the Bill will follow on March 23, 2010. Caste discrimination, the definition of 'substantial,' and extensions to duty of reasonable adjustment are among the issues tackled during the Report Stage.

Important points of the UK Administrative Court's ruling on an age discrimination case, in which the government's enforcement of a default retirement age of 65 is challenged, are presented. Meanwhile, the Employment Appeal Tribunal's (EAT's) decision on awarding compensation in a case of sexual discrimination against the Ministry of Defence is also discussed.

The UK's Equality Bill completed the committee stage after 20 sittings and the relevant protected characteristics under the bill include age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation. The bill was also amended to alter the test for pregnancy or maternity discrimination.

Information about cases that involve disability discrimination, equal pay, and culture of discrimination, is presented. The House of Lords has ruled that the use of the term 'likely' when defining disability refers to 'could well happen' rather than 'more likely than not.' The formulation 'likely' is used in four different parts of the statutory definition of a disabled person.

The European Court of Justice has decided that UK retirement age of 65, cannot be justified by generalizations but only by evidence. The Employment Appeals Tribunal, meanwhile has overruled an employment tribunal ruling on the Lavety v Lanarkshire Health Board case. The disability discrimination cases Sawyer v Secretary of State for Work and Pensions and McKechnie Plastic Components v Grant are discussed.