In 2019 the UK’s civil service changed its mind about its use of forced distributions, deciding instead to move to more flexible, non-mandatory objective setting. This article explores the discrimination risks inherent in 'bell curve' performance ranking systems.
Alex acts in disputes like this one for claimants and respondents, instructed by solicitors or by direct access. How to instruct him or email the clerks.
Related articles
Making It Worse: Aggravated Damages After Khans Solicitors v Kaiser
The EAT remits a £5,000 aggravated damages award because the tribunal identified conduct it disliked without findi...
From Ought to Is: Garrett and the Limits of Manifestation
HHJ Auerbach's judgment in London Ambulance Service NHS Trust v Garrett [2026] EAT 77 holds that a descriptive belief ca...
The Checklist Gap: Clifton Diocese v Parker and the Burden of Proof in Belief Discrimination
HHJ Tayler's judgment in Clifton Diocese v Parker [2026] EAT 68 identifies three recurring errors in how tribunals apply...