By James Rhodes employment partner at DAC Beachcroft LLP.
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James Rhodes Employers can lawfully ban the wearing of religious, political or philosophical clothing or symbols at work as part of a policy of religious and ideological neutrality (Advocate General’s opinion in Achbita v G4S Secure Solutions).
2. The former Football Director of Leyton Orient FC was lawfully dismissed without notice for unfairly treating a young player and that player’s father (Milanese v Leyton Orient FC).
3. An Employment Tribunal should not strike out a claim for procedural non-compliance without a hearing if the defaulting party requests one (Manuel v Eldon Technology).
4. A ferry company has been required to use symbols instead of words on its toilet door signs after instructing a transgender passenger to use the disabled toilet (Bisson v Condor Ferries).
5. ACAS is encouraging employers and employees to be flexible during Euro 2016.
