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.
A letter calling the Claimant a “jumped up, know it all, spoilt child” amounted to direct age discrimination.
A Greek labour reserve system did discriminate against older workers, but this was justified as it met employment policy objectives in the context of the acute economic crisis facing Greece at the time.
The Court of Appeal confirmed that financial constraints which obliged the probation service to reduce costs could be used to justify indirect age discrimination.
Remarks made by a manager to a 57-year-old employee, referring to her having Alzheimer's when she had forgotten something, were found to be both harassment and direct age discrimination.
The application of the compensation cap to reduce the pensions of those below normal pension age gave rise to unlawful age discrimination.
It was indirect age discrimination to effectively ban part-time work, according to an Employment Tribunal.
The European Court of Justice found that the exclusion of retired employees from a recruitment exercise was indirect age discrimination but would be permissible if it was justified.
An Employment Tribunal dismissed a “half-hearted” age discrimination claim brought alongside another claim. The claimant wanted to “raise the ante”.
A job applicant who was described as not the “best fit” for a role despite scoring highest in the interview process has succeeded in a claim for direct age discrimination.
There was no evidence that a 55 year old woman was not appointed for a role because of her age.
The High Court has found that there was no indirect age discrimination in relation to rules about a widow’s pension under the police pension scheme.
An Employment Tribunal found no evidence of direct age discrimination, indirect age discrimination, or harassment.
It was age discrimination to subject someone to ageist comments, repeated use of the word “agile”, and having their age discrimination complaints treated less seriously (than race or sex discrimination complaints).
An employee was subjected to a campaign on age-related harassment. The individual harasser was required to pay £50,000 compensation.
An Employment Tribunal has found that the University of Oxford’s policy of mandatory retirement at 68 years old could not be justified.
An Employment Tribunal awarded £27k after a menopausal woman suffered an awful campaign of age-related harassment.
A man did not suffer age discrimination when his application to be a Criminal Investigator was rejected.