A recent case has held that it is possible to victimise an employee under the Equality Act 2010, even after employment. This is a departure from previous case law. The decision was based on interpreting the 2010 Act.
So if an employee is subjected to a "detriment" because he has done a "protected act", for example brought a Tribunal claim or assisted another in bringing a claim, then the employer is not safe from a possible victimisation claim even after the employment has ended
For advice on discrimination, the Equality Act or any aspect of Employment law please contact Holly Dobson at [email protected].
