In person For the v Respondent — 2025

The claimant, a Contact Centre Operator, sought to work from home until September 2024 after maternity leave because of childcare arrangements and the financial viability of returning to work. The respondent refused the request, saying the core role involved answering 999 and 101 calls from the call centre, at a time when response standards were under scrutiny and staffing for call handling was an operational priority.

The tribunal dismissed the indirect sex discrimination complaint. It found that, even if the requirement to work in the call centre put women at a particular disadvantage and disadvantaged the claimant, the requirement was reasonably necessary to achieve the respondent's legitimate aims of delivering an effective and efficient emergency service, ensuring sufficient call-taking staff, and complying with relevant protocols and guidance.

The tribunal also dismissed the complaint that the flexible working application was not handled reasonably, finding that not offering a trial period and not providing the requested administrative-work data did not make the process unreasonable. The unfair dismissal complaint failed because the claimant had not shown a fundamental breach of contract by the respondent.