Here an employee brought very broad ranging allegations after she was dismissed. Because she didn’t have 2 years’ continuous employment, her case was brought as a disability related claim for which there is no qualifying period. Instead of getting bogged down in the volumes of data she provided, we applied to have the case dismissed on a narrow point: the medical evidence provided didn’t meet the hurdle for establishing she was a disabled person under the Equality Act 2010.
This case illustrates how looking carefully at medical evidence early on can cut through a much large case.
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In this case an employee alleged that her dismissal as a bookkeeper was discriminatory and connected with her pregnancy because […]
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In a complex ‘blackmail’ type case, R S v Onyx Ltd the employee was ordered to pay £20,000 towards our client’s legal costs. The case has now gone to the Civil Courts for enforcement.
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Gordon Turner Employment Lawyers earlier this month settled a £340,000 discrimination claim for £5000. Click here to read the full […]