No Reason Why


Indirect Discrimination can occur from the policies and procedures of an Organisation, which puts some people at a disadvantage who share protected characteristics, such as age, disability, sex or sexual orientation. In order for a claim of indirect discrimination to held unlawful, it is necessary that the employer can show an ‘objective justification’. This would involve demonstrating a proportionate means of achieving a legitimate aim, such as the economic needs of the business. Two cases have been recently decided in light of what is required when assessing a disadvantage and they have reinforced that there is no need to evidence the reason why there is a disadvantage caused by a PCP (Provision, Criteria or Practice). It is sufficient enough that a particular group with a protected characteristic is disadvantaged. The grounds for indirect discrimination is focused more on race/age and religion. In the case of Essop v Home Secretary (UK Border Agency) 2017, the Claimants were re
https://www.klglaw.co.uk/News/No-reason-why.html

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