Can indirect discrimination be lawful

In the context of the protected characteristic of sex, examples of indirect discrimination might include:. To discuss trialling these LexisPSL services please email customer service via our online form. Free trials are only available to individuals based in the UK. We may terminate this trial at any time or decide not to give a trial, for any reason.

Trial includes one question to LexisAsk during the length of the trial. To view the latest version of this document and thousands of others like it, sign-in to LexisPSL or register for a free trial.

Existing user? Sign-in Take a free trial Take a free trial. Claiming negligent misrepresentation or negligent misstatement—practical considerationsA claim for negligent misrepresentation may often be brought alongside or in the alternative to a claim for negligent misstatement.

It is therefore useful to understand the key practical considerations in respect. This Practice Note covers the situation where the UK. Capital allowances on property sales—pre-contract enquiriesThis Practice Note is about capital allowance-related pre-contract enquiries on a property transfer. It applies to the grant of a new property interest eg a lease as well as to the acquisition of an existing lease or freehold.

For clauses. Skip to main content. Sign in Contact us. Legal Guidance. Employee competition and confidentiality. Managing the employment relationship. Practice, procedure and settlement. Starting employment. Status, worker categories, sectors, regulatory. Trade unions and industrial action. TUPE, outsourcing, share and asset purchases. Diversity and gender pay gap. Employment tribunal equality claims. Discrimination Can menopause be classed as a disability?

Contractors and volunteers Are you overlooking the health and safety of non-employees? Making vaccination mandatory Breaking down the legal position 20th October The dangers of facial recognition Uber workers bring race discrimination claim 20th October Latest news and insights.

View the latest articles. Stay up to speed with the latest employer news. Get legal updates, helpful articles, free resources and details of all our events — straight to your inbox. Our services. About us Resources I need help with Careers. View our locations. Facebook Twitter Linkedin.

Get your FREE download. Find what you were looking for? Take me there. Request a Callback. Submit your details and one of our team will be in touch.

Or call us on A legitimate aim is the reason behind the discrimination. This reason must not be discriminatory in itself and it must be a genuine or real reason. This is likely to be a legitimate aim. This means it must be appropriate and necessary. If there are better and less discriminatory ways of doing things, it will be more difficult to justify discrimination.

The fire service requires all job applicants to take a number of physical tests. This could be indirect discrimination because of age, as older people are less likely to pass the tests than younger applicants. But the fire service can probably justify this. Fire fighting is a job which requires great physical capability.

The reason for the test is to make sure candidates are fit enough to do the job and ensure the proper functioning of the fire service. This is a legitimate aim.

Making candidates take physical tests is a proportionate way of achieving this aim. Economic reasons alone are not enough to justify discrimination. But costs can be taken into account as part of the justification if the person can show there are other good enough reasons for the treatment. Skip to navigation Skip to content Skip to footer.

Top links Housing benefit. Top links Template letter to raise a grievance at work.