Direct sex or race
Less favourable treatment of an employee discrimination on the grounds of their sex or race in comparison with an employee of the opposite sex/another race which causes harm/detriment to the employee.

Disability discrimination
Less favourable treatment of an employee on the grounds of a disability for a reason related to the disability which cannot be justified.

Indirect sex and race
A provision, criteria or practice applied by discrimination an employer with which a greater proportion of those who can comply are of one sex or race, which is to the detriment of employees of the opposite sex or a different race and which cannot be justified.

Redundancy
A dismissal of an employee as a result of the closure of a business or the employee’s workplace; alternatively, a dismissal of an employee due to a total or partial reduction of the requirement for employees to carry out work of a particular kind within the business or at the employee’s workplace.

Restrictive covenants
Contractual clauses that seek to limit an employee’s options on leaving an employer in terms of who they can work for and approaches to former clients, customers, colleagues. Clauses must be reasonable in terms of time, geography and business scope.

Tupe
The Transfer of Undertakings (Protection of Employment) Regulations 1981. Where the regulations apply employees are automatically transferred on the same terms and conditions to a new owner of a business. A dismissal in these circumstances is automatically unfair.

Victimisation
Less favourable treatment of an employee because they have taken some action in relation to discrimination (e.g. they have made a complaint of direct or indirect discrimination or they have been a witness in such a case).

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