{"id":1156,"date":"2017-05-02T11:21:04","date_gmt":"2017-05-02T11:21:04","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=1156"},"modified":"2017-05-02T11:21:04","modified_gmt":"2017-05-02T11:21:04","slug":"proving-discrimination-in-the-employment-tribunal","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/proving-discrimination-in-the-employment-tribunal\/","title":{"rendered":"How to prove discrimination at an Employment tribunal"},"content":{"rendered":"

Proving discrimination in an Employment Tribunal case\u00a0can often be difficult as discrimination in the workplace is frequently covert or inadvertent.\"\"<\/a>\u00a0The law therefore allows Tribunal’s to\u00a0make inferences that discrimination has taken place as a result of the behaviour of an employer by changing the “burden of proof”. The recent case of Chief Constable of Kent Constabulary v Bowler <\/em>[2017]<\/span> provides a helpful reminder\u00a0of how the Employment Tribunals should address these evidential\u00a0issues in cases of discrimination.<\/p>\n

The Burden of Proof<\/span><\/strong><\/h3>\n

In\u00a0discrimination cases the Tribunals should follow a\u00a0two-stage test when looking at the burden of proof:<\/p>\n

    \n
  1. If the Claimant\u00a0has proved facts from which the Tribunal could decide that an act of unlawful discrimination has taken place, then;<\/li>\n
  2. The onus is on the Respondent to prove a non-discriminatory explanation.<\/li>\n<\/ol>\n

    As the first stage of this test implies, the Tribunal will only need to reverse the burden of proof in this way if they are not in a position to make positive findings of fact one way or the other. For example, if a Claimant\u00a0argued that their dismissal was discriminatory\u00a0but the Tribunal was able to make clear findings that this was not the case the Tribunal would not need to consider the two-stage test.<\/p>\n

    An important consideration which was underlined in the Bowler <\/em><\/span>case was that\u00a0the two-stage test should only be applied where\u00a0the Claimant\u00a0had proved facts from which an Employment Tribunal could decide. <\/em>It will not be sufficient to show that there was a mere possibility of the Employment Tribunal finding an act of discrimination had taken place.<\/p>\n

    Inferring Discrimination<\/strong><\/span><\/h3>\n

    When\u00a0applying the\u00a0first stage of the\u00a0test the Tribunal can\u00a0make inferences of discrimination based on the\u00a0facts and circumstances of the case. These inferences should only be drawn if the\u00a0Tribunal could then go on to find that\u00a0discrimination\u00a0is\u00a0more likely than not to have happened if the employer is not able to prove a non-discriminatory reason for the behaviour. In\u00a0Bowler,\u00a0<\/em>the Respondent argued that the inferences drawn by the Tribunal were not open to it on the primary facts and the Employment Appeal Tribunal (EAT) agreed.<\/p>\n

    One of the Claimant\u2019s complaints related to the handling of a grievance by his employer.\u00a0The Tribunal concluded that the\u00a0handling of\u00a0the grievance was careless and\u00a0incompetent and that there was a failure to properly\u00a0investigate the Claimant’s complaints.\u00a0On the basis of this\u00a0the Tribunal\u00a0drew an inference of discrimination\u00a0that indicated that\u00a0the officer conducting the grievance\u00a0held a stereotypical view that the Claimant was being over-sensitive. Due to this inference the Tribunal held the first stage of the burden of proof test had been satisfied and therefore it was for\u00a0the employer\u00a0to show a non-discriminatory explanation. In the Tribunal’s view the employer was unable to do this and\u00a0therefore went on to\u00a0uphold\u00a0the Claimant’s\u00a0complaint of race discrimination.<\/p>\n

    On appeal, the EAT\u00a0overturned the Tribunal’s decision because in the EAT’s view\u00a0there was no obvious or logical link between\u00a0a\u00a0careless and incompetent\u00a0grievance\u00a0process and\u00a0the possibility of discrimination in these circumstances.\u00a0The EAT\u00a0highlighted that\u00a0the\u00a0Tribunal was not entitled to rely on unproven assertions of stereotyping\u00a0without evidence. This case therefore confirmed the above burden of proof test is still good law but\u00a0that\u00a0inferences drawn by Tribunals should not be based solely on unreasonable behaviour without logic.<\/p>\n

    For more information please contact a member of our team on 0114 218 4000<\/strong><\/span><\/a>, email info@tayloremmet.co.uk<\/span><\/strong><\/a> or fill in this form<\/strong><\/span><\/a>.<\/p>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

    Proving discrimination in an Employment Tribunal case\u00a0can often be difficult as discrimination in the workplace is frequently covert or inadvertent.\u00a0The law therefore allows Tribunal’s to\u00a0make inferences that discrimination has taken place as a result of the behaviour of an employer by changing the “burden of proof”. The recent case of […]<\/p>\n","protected":false},"author":1,"featured_media":1165,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15],"tags":[73,52,53,188,189],"class_list":["post-1156","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-discrimination","tag-tribunal","tag-employment","tag-equality","tag-race"],"yoast_head":"\nProving discrimination in the Employment Tribunal<\/title>\n<meta name=\"description\" content=\"Proving discrimination in an Employment Tribunal case can often be difficult as discrimination in the workplace is frequently covert or inadvertent.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/proving-discrimination-in-the-employment-tribunal\/\" \/>\n<meta property=\"og:locale\" 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