OpenAIR @ RGU >
Journal articles (Law) >
Please use this identifier to cite or link to this item:
|Title: ||Recent changes in the evidential requirements in indirect sex and race discrimination cases.|
|Authors: ||Middlemiss, Sam|
Law and legislation
|Issue Date: ||2009|
|Publisher: ||Emerald Group Publishing Ltd.|
|Citation: ||MIDDLEMISS, S. and DOWNIE, M., 2009. Recent changes in the evidential requirements in indirect sex and race discrimination cases. International Journal of Law and Management, 51 (6), pp. 367-373.|
|Abstract: ||Purpose – The purpose of this paper is to critically analyse the impact of recent case law on the various evidential requirements in the area of indirect sex and indirect race discrimination in employment. It is intended to distil from the case law a comprehensive summary of the evidential requirements which an applicant in such a case must meet in order to succeed.
Design/methodology/approach – The evidential issues and the requirements to be fulfilled by an applicant in such cases will be identified and analysed by means of a review of the case law in this area.
Findings – Despite attempts of the courts to clarify the evidential requirements in this type of case, the law in this area remains complicated and confusing. Close analysis of the case law results in the identification and clarification of particular evidential “hurdles” which an applicant must clear in order to succeed.
Originality/value – The effect of these requirements results in a burden on an applicant in a case of indirect discrimination which is difficult to meet and the identification and clarification of the main issues will allow an applicant to focus on these requirements and increase the chances of a successful outcome. In this way the protection afforded by the law on indirect discrimination will become more effective. The findings are also useful in explaining to managers the nature and impact of the case law in this area.|
|Appears in Collections:||Journal articles (Law)|
All items in OpenAIR are protected by copyright, with all rights reserved.