The Employment Appeal Tribunal has recently allowed an appeal in respect of a teacher who was claiming that she was discriminated against after she was repeatedly late for work due to taking her daughter to school.
In Bradley v London School of English, the school had not properly balanced the requirement of 8:45am start against the demands upon women, who are more frequently primary caregivers, to be able to start at that time. Employers would be advised to consider how to balance their needs against the negative impact on employees in this situation.
More detail is set out in this People Management article https://www.peoplemanagement.co.uk/news/articles/teacher-late-work-school-run-wins-appeal
Louise Bloomfield, partner at DAC Beachcroft, warned: “An employer may have a compelling and legitimate business aim that justifies indirectly discriminatory practices but this will not be accepted by a tribunal unless a careful balancing exercise has been carried out that makes a real assessment of the seriousness of the impact that these practices may have on employees.”