Discrimination – the key developments

• Serving a questionnaire on an employer can be seen as part of an ongoing series of complaints, even though the impact of serving a questionnaire is probably a cause of greater irritation to an employer (case 1).

• The use of a hypothetical comparator is not available in claims of part-time worker discrimination (case 2).

• Part-timers are not automatically entitled to paid time off to attend health and safety training on days when they aren’t scheduled to be at work (case 3).

• Even where one job candidate is asked about nationalities and multicultural issues and another is not, tribunals need not find that discrimination has occurred (case 4).

• Non-payment of a tribunal award can amount to an act of victimisation (case 5).

• Selecting someone for redundancy partly on the basis that they have shorter service is lawful (case 6).

• In cases of direct race discrimination, the employer’s motivation for the act or omission complained of, is not relevant (case 7).