Sex discrimination under EU Law Art 157 TFEU and Directive 2006/54
£20-250 GBP
Paid on delivery
Daisy was employed by a large department store located on the high street. Her job involved serving at the tills and putting stock on the shelves. She had worked at the store for ten years. One of her fellow workers was Mark who had worked at the shop for a similar time. Daisy discovered that Mark had been paid a Christmas bonus that had been paid to selected staff. She had not been paid the bonus (neither had any of the other colleagues she knew, all of whom were female). She also discovered that Mark received an extra week of paid holiday than she did. Daisy is alleging that she is a victim of sex discrimination.
Jenny was also employed by the store. She ran a department in the shop and although she also served customers her job involved other activities such as ordering stock. John was the warehouse manager where the goods were offloaded at the back of the shop. Jenny and her fellow department heads (most of whom were female) discovered that they only received half the pay that John received as warehouse manager. Jenny is arguing that this pay difference amounts to sex discrimination and that she should be entitled to the same pay as John.
Sonia is employed by the shop to work part-time. She is complaining, that as a part-time worker, she is excluded from the company’s occupational pension scheme. All the part-time employees are female.
To improve her income, Sonia applied for a job in the warehouse. She was unsuccessful and was informed that warehouse work is a man’s job. Sonia is arguing that both these situations amount to sex discrimination.
Advise Daisy, Jenny, and Sonia whether and on what basis these situations could amount to sex discrimination under EU law (Art 157 TFEU and Directive 2006/54), and how each situation might be argued on the basis of either equal pay or equal treatment.
1500 words
Project ID: #16891796
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