Judgment approved by the court for handing down Mr J Logo v Payone Gmbh and others (a) who is an employee of A's; (b) who has applied to A for employment. 9. Section 26 EQA provides: 26 Harassment (1) A person (A) harasses another (B) if— (a) A engages in unwanted conduct related to a relevant protected characteristic, and (b) the conduct has the purpose or effect of— (i) violating B’s dignity, or (ii) creating an intimidating, hostile, degrading, humiliating or offensive environment for B. … (4) In deciding whether conduct has the effect referred to in subsection (1)(b), each of the following must be taken into account— (a) the perception of B; (b) the other circumstances of the case; (c) whether it is reasonable for the conduct to have that effect. (5) The relevant protected characteristics are – age; disability; gender reassignment; race; religion or belief; sex; sexual orientation.[emphasis added] 10. It is often helpful to break a complaint of harassment into its constituent parts: 10.1. the Employment Tribunal should identify the “conduct” that A “engages in” 10.2. the “conduct” must be “unwanted” 10.3. the “conduct” must be “related to” a relevant protected characteristic 10.4. the “conduct” must have the “purpose” or “effect” of “violating B’s dignity”, or creating an “intimidating hostile, degrading, humiliating or offensive environment” for B. I will refer to “violating dignity” compendiously to include creating an intimidating, hostile, degrading, humiliating, or offensive environment 10.5. if the “conduct” has the “purpose” of “violating B’s dignity” harassment is © EAT 2025 Page 4 [2025] EAT 95