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The Supreme Court’s decision in For Women Scotland Ltd is one of the most significant Equality Act developments in recent years. It clarified that, for the purposes of the Equality Act 2010, the terms “sex”, “man” and “woman” refer to biological sex. That is a major legal clarification. But for employers, public bodies, charities, schools, service providers and organisations delivering public-facing services, the real challenge is not simply knowing what the judgment says. It

When You Don’t Have to Comply with a DSAR or FOI Request DSARs and FOI requests rarely land at a convenient moment. They tend to arrive in the middle of restructures, live grievances, safeguarding concerns or threatened litigation. For MATs, schools and nurseries, the instinct is often: “We have to give them everything… don’t we?” Not always. The law expects education providers to be transparent and accountable , but it also recognises that there are times when you must prot

A CEO was dismissed for capability. The employer skipped the basics: no formal investigation, no written concerns, no meeting, no appeal. The tribunal found the dismissal unfair . On compensation, the Employment Appeal Tribunal said the judge hadn’t properly explained when a fair dismissal would likely have happened if the process had been done right so that bit goes back to be re-decided. What this means for education HR Boards set strategy; HR runs fair process. Don’t let

A brand-new Employment Appeal Tribunal (EAT) judgment is a timely reminder for schools and MATs: one overlooked email can unravel an entire case built on “credibility”. In Mayanja v City of Bradford MDC , the EAT set aside both liability and costs decisions and remitted all claims to a differently constituted tribunal after a post-hearing email surfaced stating, “we’d like to offer you the job.” The case in a nutshell The claimant alleged he’d been offered a council role; th