Providing discrimination is notoriously difficult not least due to the often complete absence of any evidence of the reason why the person acted. People rarely accept that the real reason for their action was due to the protected characteristic.
Following the introduction of early conciliation, the rules regarding the time limit for lodging applicable claims changed. This usually means the period of time during which early conciliation applies would not count towards the statutory limitation period, with an appropriate extension given. This is not a straightforward area of the law but a critical area given the consequences of lodging a claim outwith the statutory time limit.
In the case O’Brien v Bolton St Catherine’s Academy the Claimant had been absent from work for over a year. It was not clear when she would be fit to return to work. She was dismissed on account of her capability/absence.
I recently had the pleasure of attending the Keynote Seminar – hosted by Scotland Policy Conferences – entitled “Brexit and economic policy priorities for Scotland – investment, growth and international trade”. The seminar was well attended, with top solicitors, accountants, representatives of major businesses, trade organisations, senior university faculty members and politicians contributing to a comprehensive set of presentations and lively discussion thereafter.