Two long-running employment cases have finally come to an end after the Supreme Court refused permission to appeal in both.
Firstly, in the case of Higgs v Farmor’s School.
That case considered where an employee manifests a belief which is protected under the Equality Act 2010 in an objectively objectionable manner, is adverse treatment by their employer “because of” their protected belief (as opposed to the objectionable feature), and therefore direct discrimination, unless the employer can objectively justify that treatment.
Secondly, in the case of ADP RPO UK v Haycocks.
That case considered whether a redundancy process can be considered fair when an employer assesses and scores the employee(s) in question before the consultation process begins.