Nick looks at three recent cases. The first establishes that unlawful indirect discrimination covers associative indirect discrimination. The second case explains why employees cannot claim back holiday pay from many years ago, even if they have been ill continuously. Finally the EAT decide that an employer is not allowed to rely on “special circumstances” for failing to collectively consult ahead of a redundancy, if they had not even been aware of their obligation to collectively consult at that point. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11 to receive links to all the cases mentioned.
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