“Let me be very very clear: failing to report is breaking the law. We have the powers to enforce against companies who are in breach of these regulations. We take this enormously seriously. We have been very clear that we will be coming after 100% of companies that do not comply.”
In the recent case of Ypourgos Ethnikis Pedias kai Thriskevmaton v. Kalliri, the European Court of Justice (ECJ) held that the requirement for candidates for the Greek police academy to be at least 170cm tall amounted to indirect sex discrimination which could not be objectively justified.
In the recent case of Benkharbouche v. Secretary of State for Foreign & Commonwealth Affairs & Anor the Supreme Court agreed with the EAT and the Court of Appeal and unanimously held that sections 4(2)(b) and 16(1)(a) of the State Immunity Act 1978 (SIA) cannot protect embassies from Employment Tribunal claims brought by domestic staff in the UK.
In the recent case of HMCI v. The Interim Executive Board of Al-Hijrah School, the Court of Appeal overturned the High Court's finding that a school's complete gender segregation of pupils from year five onwards was not direct sex discrimination.
The EAT upheld the previous Tribunal ruling that female employees who work in Asda's retail stores are entitled to compare their work to that of the higher paid male employees that work in its distribution centres. The EAT agreed that the value of work between these two groups of staff is of equal value and, therefore, that their pay should be comparable.
The EU's General Data Protection Regulations (GDPR) will apply in the UK from 25 May next year. With increasingly tighter requirements around how employers must maintain and process personal data, and with the number of fines issued for breaches of UK data protection laws on the increase, many employers are already looking to employ permanent staff dedicated to ensure compliance with the new rules.