Anis Ali v Heathrow Express Operating Company Limited & Anor

Anis Ali v Heathrow Express Operating Company Limited & Anor

The tribunal did not err in law in concluding that, in all the circumstances, it was not reasonable for the claimant to perceive the conduct as amounting to harassment under section 26 Equality Act 2010. The tribunal's findings were not perverse and its reasons were adequate.

Parties
Appellant: Mr Anis Ali; First Respondent: Heathrow Express Operating Company Limited; Second Respondent: Redline Assured Security Limited
Jurisdiction
England and Wales
Judgment Date
07 April 2022
Procedural Posture
Employment Appeal / Judgment on Appeal
Outcome
appeal dismissed
Legal Topics
Harassment, Direct Discrimination, Religion or Belief Discrimination, Statutory Interpretation, Reasonableness Test, Perversity, Adequacy of Reasons
Employment Law Equality Law Harassment Direct Discrimination Religion or Belief Discrimination Statutory Interpretation Reasonableness Test Perversity +1 more

Case Brief

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Parties

Mr Anis Ali

Appellant

Heathrow Express Operating Company Limited

First Respondent

Redline Assured Security Limited

Second Respondent

Procedural Posture

Employment Appeal / Judgment on Appeal

Legal Issues

  1. 1 Whether the tribunal erred in law in concluding that the conduct did not amount to harassment under section 26 Equality Act 2010
  2. 2 Whether the tribunal's decision was perverse or insufficiently reasoned

Ratio Decidendi

The tribunal did not err in law in concluding that, in all the circumstances, it was not reasonable for the claimant to perceive the conduct as amounting to harassment under section 26 Equality Act 2010. The tribunal's findings were not perverse and its reasons were adequate.

Court Disposition

appeal dismissed