In the case of Hargreaves v Manchester Grammar, the Employment Appeal Tribunal (“EAT”) held that the failure of the employer to disclose evidence in favour of the employee to a disciplinary panel did not render the dismissal unfair.

The Claimant was employed by the Respondent as a teacher and had an unblemished career, until it was alleged that during an incident where a number of pupils were pushing each other, the Claimant grabbed a pupil, shoved him against the wall and then pushed two forefingers against his throat.

In the case of British Airways plc v Pinaud, the Court of Appeal (“CA”) held that a worker who was required to work 53.5% of full-time hours but was only paid 50% of full-time pay had been treated less favourably. 

The Claimant, Ms Pinaud, was employed by British Airways as a cabin crew purser. She worked part-time whereby she was on duty for 130 days per year, whereas full-time workers had to work 243 days per year. Accordingly, the Claimant had to be available for 53.5% of a full-time worker’s hours, however she was only paid 50% of a full-time worker’s salary.

In the case of Wood v Durham County Council, the Employment Appeal Tribunal (EAT) held that a tendency to steal, which the employee claimed to be a manifestation of his post-traumatic stress disorder (PTSD) and associative amnesia, was not an impairment and therefore does not meet the definition of disability for the purpose of bringing a disability discrimination claim.