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22 January 2009 / Peter Hungerford-welch
Issue: 7353 / Categories: Case law , Discrimination , Law digest , Human rights
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Discrimination

Syed v Wightlink (Guernsey) Ltd [2009] All ER (D) 38 (Jan)

Regarding the reverse burden of proof in is 54A of the Race Relations Act 1976, it is clear from Igen Limited v Wong [2005] IRLR 258, [2004] All ER (D) 152 (May) that, at stage 1 it must be assumed that the respondent is unable to provide an adequate explanation. The respondent’s explanation must be considered at stage 2, after the burden of proof has shifted.

That does not mean that, on factual issues, the respondent’s evidence should be disregarded at stage 1. If, having heard all the evidence, the tribunal rejects the claimant’s necessary case on primary facts, then the claim fails at that point.

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MOVERS & SHAKERS

Constantine Law—Anita Vadgama

Constantine Law—Anita Vadgama

New senior partner hire at consultant-led employment / regulatory law firm

Ward Hadaway—Emma Swann & Jill Donabie

Ward Hadaway—Emma Swann & Jill Donabie

Firm adds two partners to growing education practice

mfg Solicitors—Lauren Collins, Emily Stancer & Sara Southall

mfg Solicitors—Lauren Collins, Emily Stancer & Sara Southall

Trio of newly qualified solicitors strengthens Worcester office law firm

NEWS
NLJ's latest Charities Appeals Supplement has been published in this week’s issue
The treasury has sought to reassure the legal profession over concerns about cost, bureaucracy and independence when the Financial Conduct Authority (FCA) takes over regulation of anti-money laundering compliance
One out of two barristers has come under pressure from clients to act unethically, according to the results of this year’s Barristers’ Working Lives survey
The Court of Appeal has held the Competition Appeal Tribunal (CAT) was wrong to set aside a Competition and Markets Authority (CMA) decision on unfair pricing of phenytoin, an epilepsy drug
A flagship employment law reform is due to come into effect on 1 July, extending unfair dismissal rights to employees after six months in their job instead of two years
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