The Employment Tribunal found that age was a motivating factor in an employee’s dismissal despite attempts to cast it as performance-related or redundancy.
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Employment Tribunal
It wasn’t age discrimination when younger colleagues said they wanted to go “clubbing” for a work Christmas party.
A 61-year-old account manager was unfairly constructively dismissed after being put on a performance improvement plan without warning, but the majority of the Tribunal concluded there was no age discrimination.
An oral surgeon who had qualified before 1993 and did not have a vocational training number required for an NHS list number had not been discriminated against as, on the facts, it was her specialism which debarred her from obtaining the number, rather than her age.
Referring to an employee as a “grandmother” in a magazine review was less favourable treatment on grounds of age but the claim had been brought out of time.
A 14-year-old schoolgirl who was sacked for being “too young” has won an age discrimination claim.
A letter calling the Claimant a “jumped up, know it all, spoilt child” amounted to direct 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.
It was indirect age discrimination to effectively ban part-time work, according to an Employment Tribunal.
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.
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.