A cap on pension compensation following employer insolvency was unlawful age discrimination.
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Court of Appeal
A cap on pension compensation following employer insolvency was unlawful age discrimination.
The Court of Appeal extended the time limit to allow an employee’s claim for discrimination in an amendment application which was originally refused by the Tribunal.
The Court of Appeal confirmed that financial constraints which obliged the probation service to reduce costs could be used to justify indirect age discrimination.
Two cases have been judged in tandem by the Court of Appeal due to the similarity in issues regarding age discrimination and new pension schemes.
In this case, the Court of Appeal ruled that a good leaver provision in an LTIP could be objectively justified on the basis that the employer wished to achieve intergenerational fairness and consistency, reward experience and loyalty, and ensure a mix of generations of staff.
The Court of Appeal says that the mental processes of those who are not the decision maker should be considered.
The Court of Appeal clarifies an important point of law: post employment victimisation IS covered by the Equality Act 2010.
What is the correct approach to take when identifying comparators in an age discrimination claim? The Court of Appeal has decided.
Court of Appeal finds that claimant's claims for sex, race and age discrimination can proceed and should not have been struck out.
Court of Appeal upheld EAT decision that employer should have specifically referred employee to para 2(1) of Age Regulations.
Court of Appeal decides not to move away from "costs plus" legal test, but the decision broadens its application.
The Court of Appeal upheld an appeal.
The Court of Appeal rules that a partnership of solicitors can force partners to retire at 65.
The Court of Appeal has upheld an earlier decision of the EAT that a requirement for a candidate for a job to have a degree was not age discriminatory
An appeal against the decision that use of length of service as a criterion in redundancy selection is lawful was dismissed.
Following the Court of Appeal’s decision in the case of Johns v Solent all tribunal claims challenging a compulsory retirement will be stayed pending the outcome of the ‘Heyday’ case.