The EAT holds that a change to new terms after a TUPE transfer was a PCP.
The ECJ has found Austrian civil service pension law to be objectively justified.
A salesman's knowledge that he could be dismissed at any time did not mean he suffered considerable injury to feelings after his age discriminatory termination.
A retirement age of 70 years old for judges was objectively justified.
An Employment Tribunal erred when it held a PhD requirement put applicants for a lecture position at a particular disadvantage
The ECJ rules that an age limit of 30 for recruits as local police officers in Spain was unjustified age discrimination.
A pay scheme for Austrian civil servants which was amended because of age discrimination, was still age discriminatory.
An experienced teacher brought claims of unfair dismissal and indirect age discrimination on the basis that she was forced out of her role due to the cost of her employment compared to the cost of employing more junior teachers.
A finding of age related harassment was upheld on appeal.
An employee was dismissed 11 days before she was due to receive a pension.
It wasn't age discrimination for RBS to decline to offer a redundant employee a chance to change her mind about voluntary redundancy or redeployment.
ECJ rules transitional pay arrangement that retained age based pay awards was justified.
Government wins test case that could have had major implications for public sector pay.
The EAT says: don't just look at whether the decision maker discriminated - also those who might have influenced the decision maker.
This is the second EAT decision in the well known and long running case of Seldon v Clarkson Wright and Jakes.
Comment that individual was "not 25 anymore" did not taint dismissal with age discrimination.
An employer has to pay nearly £700k after admitting age discrimination
The EAT overturned a ruling that an employee suffered age discrimination when a younger, less qualified person was appointed to a position in a redundancy situation.
The Court of Appeal clarifies an important point of law: post employment victimisation IS covered by the Equality Act 2010.
This is a test case in relation to police compulsory retirement under the A19 procedure.