A senior IT manager at City firm Herbert Smith was this week awarded almost £40,000 in compensation after winning a claim for direct sex discrimination, sex victimisation, unfair dismissal and contravention of regulations protecting part-time workers.

Michelle Langton was awarded the sum - which included £21,500 for injury to feelings - by an employment tribunal this week after winning her original claim in February. Herbert Smith is to appeal the original judgment next month.


In addition to the compensation award, the tribunal ruled that Ms Langton should be re-engaged by the firm as a business manager/ change manager team leader. It said she should work on a job-share basis, working two days' a week on a £60,000 pro rata salary.


The tribunal accepted that Herbert Smith had set up an 'inclusivity group' with recommendations and an action plan in respect of work flexibility and equal employment opportunities. It said it was 'satisfied that [Herbert Smith] is taking seriously the position of equal opportunities in the work-place.'


Ms Langton had worked for the City firm from 1998 to 2004. In April 2002, the tribunal found she returned from maternity leave on a part-time basis, but she was then told that there was 'no flexibility' for her to work part-time. In 2004, she was made redundant while pregnant.


Ms Langton was supported by the Equal Opportunities Commission.


A spokesman for Herbert Smith said: 'We believe the tribunal's decision is wrong and [will explain why] at next week's appeal. Herbert Smith takes the issues of flexible working and female retention very seriously. The firm currently has around 180 lawyers and support staff on flexible working arrangements, the vast majority of whom are women.'