In G v London General Transport Services and others, G raised a grievance setting out a history of events of harassment and discrimination, including a male colleague telling her she had a beautiful body, later saying “tell me if you’re wet” and another colleague saying “Do you like putting things in your mouth?” An ET upheld G’s claims of sexual harassment, direct sex discrimination and constructive dismissal. The sexual harassment consisted of the comments made by the male colleagues about which she had complained and that during the grievance hearing a male Unite elected representative who was asked to accompany G laughed on a couple of occasions and suggested to her that she should warn drivers off by telling them she is either married or pregnant. The conduct during the grievance and the failure of the line manger listening to the grievance to respond properly constituted direct discrimination, which in turn breached the duty of trust and confidence, amounting to constructive dismissal. G was awarded £55,167.
This update provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and help judgments made in every aspect of the case. Click on the links to access full details. If no link is provided, contact us for more information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.