I'm reading a post from a different forum. What is "relevant case law?" It's in the context of this snippet of a post below.
"...They are correct- and very wised up! Few employers know the relevant case law. Is this public sector? Until you are at risk then Reg 10 does not kick in, so by delaying the at risk notice, which could only really be done by an organisation large enough to have a redeployment register (hence the question about public sector) then you are not protected. However, that does not leave them entirely clear of sex discrimination allegations - as you point out they should make some adjustments to the process to enable you to compete on a level gtound, but I would recommend that you start the ball rolling by asking how they intend to do this. In writing of course."