At the beginning of November, the average disabled worker stopped getting paid, according to new analysis published by the TUC (...).
The Equality Act states that once a worker has established that a breach of the Act has occurred, the burden of proof passes to the employer. The Employment Appeal Tribunal held in Raj v Capital Business Services Ltd and Anor that if the breach in question is unrelated to a protected characteristic, there is no rule of law that the burden must automatically shift (...).
The law says that evidence of pre-termination negotiations is inadmissible except in claims of automatically unfair dismissal or improper behaviour. In Harrison v Aryman Ltd, the Employment Appeal Tribunal considered the proper approach a tribunal should take when determining when the exceptions applied (...).