This case has a significant impact on the legal and practical take as to what does or does not amount to the substantial adverse effect that an impairment can have in disability discrimination claims.

Saltworks Law instructed counsel at the employment appeals tribunal asking it to consider whether or not external HR consultants who helped with a grievance investigation and a disciplinary hearing could be personally liable as agents of the employer for the purposes of whistleblowing or discrimination claims.

In this case, the employment appeals tribunal held that the original tribunal had applied too narrow an approach to what a “protected act” was under discrimination law, leading to the outcome that the bar is lower than employers may have envisaged and that context is important.

Yesterday, the Supreme Court made a landmark decision, ruling that the terms “woman” and “sex” in the Equality Act 2010, refer to a biological woman and biological sex and did not include transgender women who hold Gender Recognition Certificates

On 12 February 2025, the Court of Appeal handed down an important decision on gender- critical views - the latest in a series of cases on workplace rights and beliefs in which employers must strike a delicate balance when managing employees’ differing opinions.