Ms Owens was supported by the Equality Commission in the case. The tribunal ruled that the treatment of Ms Owens by the hotel amounted to indirect sex discrimination. Proper consideration of flexible working requests by employers can help them to retain experienced staff while supporting working parents.’ ‘The decision to move to a flexible working rota in this case was not made out of business need but presented as in the interests of fairness.’ She added that ‘it proved to put Ms Owens at an unfair disadvantage and caused her unnecessary stress’.