Regina v South Hams District Council, ex parte Gibb and Another, Regina v Gloucester Cc, ex parte Davies: CA 8 Jun 1994

The meaning of ‘Gypsy’ under the Act requires some element of travelling, and should include that this was associated with the means of earning a living. In applying the statutory definition of gypsies the actual words used are to be used, taking account of the purpose of the Act and the duty imposed The are relevant (1) The links within the group and with other groups who might visit. Living and travelling together in cohesive groups is a feature of nomadic peoples. (2) The pattern of the journeys. Though a group may have a permanent residence (Greenwich v. Powell . . ), a nomadic habit involves travelling. Since the duty relates to the provision of accommodation ‘for gypsies residing in or resorting to’ the area it is relevant to inquire whether the group visits regularly. (3) The purpose of the travel. The word ‘nomadic’ no longer has any connection with the concept of ‘seeking pasture,’ but in the Act the word ‘nomadic’ adds to the words ‘habit of life’ a sense of purpose for the travelling. ‘habit of life’ also involves purposive activities including work and that travel forms part of that habit of life.

Judges:

Neill and Leggatt LJJ

Citations:

Independent 15-Jun-1994, Times 08-Jun-1994, Gazette 07-Sep-1994, [1995] QB 158

Statutes:

Caravan Sites Act 1968 6 16

Jurisdiction:

England and Wales

Citing:

Appeal fromRegina v South Hams District Council, ex parte Gibb, Regina v Gloucestershire County Council, ex parte Davis Etc QBD 15-Nov-1993
The term ‘Gypsy’ is to be interpreted to include persons who have a nomadic life but more than just habit. . .
CitedGreenwich London Borough Council v Powell HL 1989
A person could be a gypsy for the purpose of section 16 of the 1968 Act if he led a nomadic way of life only seasonally. . .

Cited by:

CitedWrexham County Borough v The National Assembly of Wales, Michael Berry, Florence Berry CA 19-Jun-2003
A traditional gypsy family had settled because of ill health, and sought to establish a caravan site. The authority claimed they were no longer to be treated as Gypsy and having the entitlement under the Act.
Held: The Act defined ‘Gypsies’ as . .
Lists of cited by and citing cases may be incomplete.

Housing, Discrimination

Updated: 05 May 2022; Ref: scu.88081

MHC Consulting Services Ltd v Tansell: CA 19 Apr 2000

A company took on employees through an employment agency. The contract of employment was between the agency and the worker who was supplied to the company by the agency. It was the company which had relationship of principal to the worker, and so was responsible for compliance with the Disability Discrimination Act. The absence of a direct contractual relationship was not enough to make that disapply.

Citations:

Times 19-Apr-2000, Gazette 11-May-2000

Statutes:

Disability Discrimination Act 1995 12

Jurisdiction:

England and Wales

Employment, Agency, Discrimination

Updated: 05 May 2022; Ref: scu.83682

Clarke v South Gloucestershire Council: EAT 17 Oct 2006

EAT Race Discrimination – Direct

Judges:

The Honourable Mr Justice Underhill

Citations:

UKEAT/0201/06

Links:

EATn

Jurisdiction:

England and Wales

Cited by:

See AlsoClarke v South Gloucestershire Council EAT 19-Dec-2006
EAT Race discrimination – Direct/ Victimisation
Challenge to decision of Tribunal on basis that reasoning perverse and/or inadequate – Challenge rejected. . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 04 May 2022; Ref: scu.257982

In Re Dominion Students’ Hall Trust: 1947

A trust deed imposed a ‘colour bar’.
Held: The court upheld a scheme which removed the bar. However, notionally there could be two complementary charities ‘one for white and one for coloured students’. These notional trusts were not being incompatible with charitable objects.

Judges:

Evershed J

Citations:

[1947] Ch 183

Cited by:

CitedGibbs v Harding and others ChD 12-Jan-2007
The testatrix left a will anticipating making another. The court was asked whether a clause leaving her estate to ‘be taken over by the Diocese of Westminster to hold in trust for the Black community of Hackney’ was valid.
Held: The gift was . .
Lists of cited by and citing cases may be incomplete.

Charity, Discrimination

Updated: 04 May 2022; Ref: scu.247697

Eadie and Thomas v Riverbend Bed and Breakfast and others (No 2): 2012

British Columbia Human Rights Tribunal – a gay couple had reserved a room in bed and breakfast accommodation offered by a Christian couple in their own home, but when the husband learned that the couple were gay, the booking was cancelled.
Held: There had been a failure in the duty of reasonable accommodation, in the offensive manner of the cancellation and the failure to explore alternatives.

Citations:

2012 BCHRT 247

Jurisdiction:

England and Wales

Cited by:

CitedBull and Another v Hall and Another SC 27-Nov-2013
The court was asked ‘Is it lawful for a Christian hotel keeper, who sincerely believes that sexual relations outside marriage are sinful, to refuse a double-bedded room to a same sex couple?’ The defendants (Mr and Mrs Bull) appealed against a . .
Lists of cited by and citing cases may be incomplete.

Commonwealth, Discrimination

Updated: 04 May 2022; Ref: scu.540518

Sessa v Italy: ECHR 3 Apr 2012

A Jewish lawyer complained that the refusal to adjourn his case to a date which did not coincide with the Jewish holidays of Yom Kippur and Sukkot was an interference with his right to manifest his religion. His complaint was dismissed by a majority of 4 to 3. A powerful minority pointed out that, for a measure to be proportionate, the authority must choose the means which is least restrictive of rights and freedoms. Thus, seeking a reasonable accommodation may, in some circumstances, constitute a less restrictive means of achieving the aim pursued. Mr Sessa had given the Italian court ample notice of the problem and reorganising the lists to accommodate him would cause minimal disruption to the administration of justice – ‘a small price to be paid in order to ensure respect for freedom of religion in a multi-cultural society’

Citations:

28790/08

Links:

HUDOC

Jurisdiction:

Human Rights

Human Rights, Discrimination

Updated: 04 May 2022; Ref: scu.540516

Black and Others v Arriva North East Ltd: 1 May 2013

Middlesborough County Court. The claimants complained of a policy by the defendant bus company as to the use of wheelchair spaces on buses in that disabled users were not given absolute priority above buggy users.
Held: The company were not guilty of unlawful discrimination.

Judges:

Bowers HHJ

Citations:

Unreported, 1 May 2013

Statutes:

Equality Act 2010

Cited by:

CitedFirstgroup Plc v Paulley CA 8-Dec-2014
The claimant a wheelchair user had been unable to travel on a bus when a mother had left her sleeping child in a pushchair. The mother said she was unable to fold down the pushchair, and would not move the child. The claimant said that the driver . .
CitedFirstgroup Plc v Paulley CA 8-Dec-2014
The claimant a wheelchair user had been unable to travel on a bus when a mother had left her sleeping child in a pushchair. The mother said she was unable to fold down the pushchair, and would not move the child. The claimant said that the driver . .
Lists of cited by and citing cases may be incomplete.

Transport, Discrimination

Updated: 04 May 2022; Ref: scu.539776

Sougrin v Haringey Health Authority: CA 1992

The claimant alleged race discrimination arising out of a disputed grading and because it affected her pay she said it was a continuing act.
Held: The court drew the distinction between a ‘one-off’ act of alleged racial discrimination and its continuing consequences for the appellant on the one hand, and the policy of such discrimination, on the other, which would be a continuing act.
Sir John Donaldson MR said: ‘In applying section 68(1) the first step must be to identify ‘the act complained of’. Industrial tribunals are ‘shop floor’ courts whose procedures and approaches must be attuned to the needs of litigants in person. Accordingly a tribunal should not take a narrow or legalistic view of the terms in which the complaint is couched.’

Judges:

Sir John Donaldson MR, Balcombe LJ

Citations:

[1992] ICR 650

Statutes:

Race Relations Act 1976

Jurisdiction:

England and Wales

Citing:

Appeal FromSougrin v Haringey Health Authority EAT 31-Jul-1991
The applicant alleged discrimination arising out of a disputed grading. She claimed the grading she had received in 1988 amounted to direct discrimination on grounds of race, and that because this affected her pay there was a ‘continuing act’ of . .

Cited by:

CitedCast v Croydon College CA 19-Mar-1998
Complaint was made within time limit when the decision complained of was a reconsideration of an earlier decision, not just a reference back to it.
Held: In a sex discrimination case, where there has been a constructive dismissal, time runs . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 02 May 2022; Ref: scu.282644

Wright v Croydon London Borough Council: 2007

A possession order had been obtained by the local authority, but the tenant later produced evidence that she was a diabetic dyslexic. Croydon did not at first enforce the possession order, until the arrears of rent began to increase again. The tenant applied for a stay of the warrant of execution.
Held: The second application for a stay was supported by evidence that the tenant’s inability to pay her rent was linked to her inefficiency in handling her financial affairs, which in turn was linked to what was alleged to be her disability. An injunction was granted to suspend the possession order and the court remitted the application to stay the warrant on the basis that prima facie the appellant was a disabled person for the purposes of the 1995 Act.

Judges:

Eady J

Citations:

[2007] All ER (D) 95

Statutes:

Disability Discrimination Act 1995

Cited by:

CitedS v Floyd, Equality and Human Rights Commission CA 18-Mar-2008
The court considered the relationship between the two Acts. The assured tenant had fallen into arrears, and was subject to an order for possession. He claimed that his disability required the court not to make an order for possession against her, . .
Lists of cited by and citing cases may be incomplete.

Housing, Discrimination

Updated: 01 May 2022; Ref: scu.266366

Islamic Cultural Centre and the London Central Mosque, Dr Y Teinaz v N A Mahmoud: EAT 27 Jun 2007

EAT Race Discrimination – Direct – Sex Discrimination – Direct – Appeal against findings of sex, race and victimisation discrimination. The EAT held that there was a firm evidential basis for the findings of sex and victimisation discrimination, but that the Employment Tribunal erred in its approach to the question of race discrimination. Since there was no evidence which could possibly justify that inference referred to in the decision, the EAT substituted a finding that there had been no such discrimination.

Judges:

The Honourable Mr Justice Elias (President)

Citations:

UKEAT/0615/06/MAA

Links:

EAT

Discrimination

Updated: 01 May 2022; Ref: scu.258101

Fox v Rangecroft and Elmbridge Borough Council: CA 13 Jul 2006

Citations:

[2006] EWCA Civ 1112

Jurisdiction:

England and Wales

Cited by:

CitedMadarassy v Nomura International Plc CA 26-Jan-2007
The claimant appealed against adverse findings on her claims of sex discrimination. The court considered questions arising from the provisions relating to the transfer of the burden of proof in a discrimination case.
Held: Questions of the . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 01 May 2022; Ref: scu.248281

A Sharp v Caledonia Group Services Ltd: EAT 18 Apr 2005

EAT Sex Discrimination – Direct.
EAT Equal Pay Act – Material factor defence.

Judges:

His Honour Judge D Serota QC

Citations:

UKEAT/0041/05, UKEAT/0041/05/ZT

Links:

EAT

Citing:

CitedEnderby v Frenchay Health Authority and Another ECJ 27-Oct-1993
Discrimination – Shifting Burden of Proof
(Preliminary Ruling) A woman was employed as a speech therapist by the health authority. She complained of sex discrimination saying that at her level of seniority within the NHS, members of her profession which was overwhelmingly a female . .

Cited by:

See AlsoSharp v Caledonia Group Services Ltd EAT 1-Nov-2005
EAT Equal Pay Act – Material factor defence – In an equal pay claim involving a presumption of direct discrimination the genuine material factor defence requires justification by objective criteria.
The . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 30 April 2022; Ref: scu.234769

M Miles v J Gilbank: EAT 21 Oct 2005

The employee had succeeded in her claim for sex discrimination after being mistreated when she notified the company of her pregnancy. The company’s manager appealed a finding of joint personal responsibility with the company.
Held: The appeal failed. The acts complained of had been vicious, inhumane, and sustained and had been personally encouraged and committed by the respondent manager who was also the person who ran the company.

Citations:

Times 16-Nov-2005, [2006] ICR 12

Citing:

See AlsoM Miles v J Gilbank EAT 14-Sep-2005
EAT Sex Discrimination – Pregnancy and discrimination. . .

Cited by:

Appeal fromMiles v Gilbank CA 11-May-2006
The employee claimed she had been bullied by her manager after she became pregnant. She sought damages both from the employer and from the manager personally.
Held: The manageress was personally liable. The scheme for sex based discrimination . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 30 April 2022; Ref: scu.235013

Massachusetts Board of Retirement v Murgia: 1976

(United States of America) It can be necessary to distinguish between those grounds of discrimination which prima facie appear to offend our notions of the respect due to the individual and those which merely require some rational justification.

Citations:

(1976) 438 US 285

Cited by:

CitedCarson, Regina (on the Application of) v Secretary of State for Work and Pensions; Reynolds v Same HL 26-May-2005
One claimant said that as a foreign resident pensioner, she had been excluded from the annual uprating of state retirement pension, and that this was an infringement of her human rights. Another complained at the lower levels of job-seeker’s . .
Lists of cited by and citing cases may be incomplete.

International, Discrimination

Updated: 30 April 2022; Ref: scu.225371

Haughton v Olau Line (UK) Ltd: CA 1986

The applicant was a cashier on a ship. She made a complaint of sex harassment and discrimination. The defendant denied that the court had jurisdiction because she worked abroad.
Held: Her work was done mainly outside Great Britain.
Neill LJ said: ‘Thus s10(1) provides in effect that for the purposes of Part II all employment . . is to be regarded as being employment at an establishment in Great Britain ‘unless the employee does his work wholly or mainly outside Great Britain’. No account has to be taken therefore of such matters as the nationality of the parties or of the place where the contract was made or of the proper law of the contract or even (as far as this definition is concerned) of the question whether the work is done at an establishment at all. In my judgment the words ‘is to be regarded as being’ are not there to create a statutory presumption but to provide for an all-embracing definition to cover all employment other than that which is excluded specifically.’ However the ship did constitute an establishment within the Act.

Judges:

Neill LJ

Citations:

[1986] ICR 357

Statutes:

Sex Discrimination Act 1975

Jurisdiction:

England and Wales

Cited by:

CitedSaggar v Ministry of Defence EAT 25-May-2004
Three Defence employees sought to bring claims of variously race and sex discrimination against the Ministry. In each case their services were provided almost entirely abroad, and the defendant argued that there was no jurisdiction to hear the case, . .
CitedSaggar v Ministry of Defence CA 27-Apr-2005
The claimant sought to bring an action for race discrimination. The defendant argued that the alleged acts of discrimination took place whilst he was on a posting abroad in Cyprus after serving 16 years in England, and that therefore the tribunal . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 30 April 2022; Ref: scu.222587

Savjani v Inland Revenue Commissioners: CA 1981

The question arose as whether the Inland Revenue were concerned with the provision of services in their activities relating to the adminsitration of the taxation system, so as to bring them within section 20 of the 1976 Act.
Held: They were providing services.
Templeman LJ said: ‘The Race Relations Act 1976 undoubtedly poses and is continually posing a large number of administrative difficulties both for the Crown and for large organisations; and in the present instance the Inland Revenue are to be treated with sympathy rather than criticism. Undoubtedly their task has been made more difficult by the Act if it applies to them. On the other hand, the Act was brought in to remedy very great evil. It is expressed in very wide terms, and I should be very slow to find that the effect of something which is humiliatingly discriminatory in racial matters falls outside the ambit of the Act. Nevertheless, of course, one must look at the Act and construe its provisions. ‘ and ‘As Mr. Moses on behalf of the revenue submitted, the board and the inspector are performing duties – those duties laid upon them by the Act which I have mentioned – but, in my judgment, it does not necessarily follow that the board and the inspector are not voluntarily, or in order to carry out their duty, also performing services for the taxpayer. The duty is to collect the right amount of revenue; but, in my judgment, there is a service to the taxpayer provided by the board and the inspector by the provision, dissemination and implementation of regulations which will enable the taxpayer to know that he is entitled to a deduction or a repayment, which will entitle him to know how he is to satisfy the inspector or the board if he is so entitled, and which will enable him to obtain the actual deduction or repayment which Parliament said he is to have. For present purposes, in my judgment, the inspector and the board provide the inestimable services of enabling a taxpayer to obtain that relief which Parliament intended he should be able to obtain as a matter of right subject only to proof. ‘ and
‘On behalf of the revenue Mr. Moses submitted that the Race Relations Act 1976 does not apply to the Inland Revenue at all, but he naturally and wisely recoiled from the suggestion that the inspector of taxes might decline to interview a taxpayer if the taxpayer were coloured. He makes forcibly the submission that, when the board decides for sensible reasons that a higher standard of proof is required from taxpayers who come from the Indian sub-continent, the board are not providing a service to that taxpayer; they are carrying out their duty to the Crown. As I have already indicated, it does not seem to be that the two concepts are mutually exclusive. The board and the inspectors perform their duty and carry out a service and, in my judgment, it is a service within the meaning of section 20 of the Race Relations Act 1976.’
Lord Denning MR said: ‘I would only mention Reg. v Immigration Appeal Tribunal, Ex parte Kassam [1980] 1 WLR 1037, which was before another division of this court. In that case discrimination was alleged against the immigration authorities. The court held that, in dealing with people coming in under the immigration rules, the immigration authorities were not providing ‘services’ within the meaning of the Act. This case is very different. The revenue are providing ‘services’ in regard to relief from tax or repayment of tax. Those services come within the provisions of the Act. If there is discrimination in the carrying out of those services, it is unlawful. ‘

Judges:

Lord Justice Templeman, Lord Denning MR

Citations:

[1981] QB 458

Statutes:

Race Relations Act 1976 20

Jurisdiction:

England and Wales

Citing:

CitedRegina v Immigration Appeal Tribunal, Ex parte Kassam CA 1980
Discrimination was alleged against the immigration authorities.
Held: In dealing with people coming in under the immigration rules, the immigration authorities were not providing ‘services’ within the meaning of the Act. The words the . .

Cited by:

CitedRegina v Entry Clearance Officer, Bombay, Ex parte Amin HL 1983
The House was asked whether the grant of special vouchers under the special voucher scheme introduced came within section 29 of the 1975 Act. Acts performed pursuant to a government function did not come within the meaning of service. Discrimination . .
CitedSaggar v Ministry of Defence EAT 25-May-2004
Three Defence employees sought to bring claims of variously race and sex discrimination against the Ministry. In each case their services were provided almost entirely abroad, and the defendant argued that there was no jurisdiction to hear the case, . .
CitedGichura v Home Office and Another CA 20-May-2008
The claimant sought damages after his treatment as a disabled person whilst held in immigration detention centres. The court dismissed his claim on the basis of Amin.
Held: The application of the Amin case was too simplistic. The various . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 30 April 2022; Ref: scu.222589

Regina v Entry Clearance Officer, Bombay, Ex parte Amin: HL 1983

The House was asked whether the grant of special vouchers under the special voucher scheme introduced came within section 29 of the 1975 Act. Acts performed pursuant to a government function did not come within the meaning of service. Discrimination laws did not apply to acts done on behalf of the Crown which were of an entirely different kind from any act that would ever be done by a private person; in this case to the application of immigration controls.
Lord Fraser said: ‘My Lords, I accept that the examples in section 29 (2) are not exhaustive, but they are, in my opinion, useful pointers to aid in the construction of subsection (1). Section 29 as a whole seems to me to apply to the direct provision of facilities or services, and not to the mere grant of permission to use facilities. That is in accordance with the words of subsection (1) and it is reinforced by some of the examples in subsection (2) . . Example (g) seems to me to be contemplating things such as medical services, or library facilities, which can be directly provided by local or other public authorities. So in Savjani, Templeman LJ. took the view that the Inland Revenue performed two separate functions – first a duty of collecting revenue and secondly a service of providing taxpayers with information. ‘

Judges:

Lord Fraser

Citations:

[1983] 2 All ER 864, [1983] 3 WLR 258, [1983] 2 AC 818

Statutes:

Race Relations Act 1976

Jurisdiction:

England and Wales

Citing:

CitedSavjani v Inland Revenue Commissioners CA 1981
The question arose as whether the Inland Revenue were concerned with the provision of services in their activities relating to the adminsitration of the taxation system, so as to bring them within section 20 of the 1976 Act.
Held: They were . .
CitedRegina v Immigration Appeal Tribunal, Ex parte Kassam CA 1980
Discrimination was alleged against the immigration authorities.
Held: In dealing with people coming in under the immigration rules, the immigration authorities were not providing ‘services’ within the meaning of the Act. The words the . .

Cited by:

CitedRegina v Immigration Officer at Prague Airport and another, ex parte European Roma Rights Centre and others HL 9-Dec-2004
Extension oh Human Rights Beyond Borders
The appellants complained that the system set up by the respondent where Home Office officers were placed in Prague airport to pre-vet applicants for asylum from Romania were dsicriminatory in that substantially more gypsies were refused entry than . .
CitedSaggar v Ministry of Defence EAT 25-May-2004
Three Defence employees sought to bring claims of variously race and sex discrimination against the Ministry. In each case their services were provided almost entirely abroad, and the defendant argued that there was no jurisdiction to hear the case, . .
CitedGichura v Home Office and Another CA 20-May-2008
The claimant sought damages after his treatment as a disabled person whilst held in immigration detention centres. The court dismissed his claim on the basis of Amin.
Held: The application of the Amin case was too simplistic. The various . .
Lists of cited by and citing cases may be incomplete.

Immigration, Discrimination

Updated: 30 April 2022; Ref: scu.220680

Langley v Bradford Metropolitan District Council and Secretary of State for Work and Pensions: CA 15 Oct 2004

It was discriminatory to treat differently homosexual and heterosexual couples when considering liability for child support payments. Sedley LJ: ‘The broad effect of the material provisions is to allocate the financial responsibility of separated parents for the maintenance of their children by pooling the absent parent’s income and outgoings with those of his or her new partner if, but only if, that partner is of the opposite sex. For same-sex couples this means that the one who is an absent parent is assessed as if living alone, with generally disadvantageous consequences.’ and ‘Putting it schematically, the child support scheme sets out to respect family life by making allowance for the joint expenses of an absent parent’s new household. It is this, without regard to discrimination, which brings the measure within the ambit of article 8. If then the scheme discriminates between one family unit and another on the ground of its members’ sexuality, article 14 too becomes engaged. Here, by treating their finances as wholly separate when they are not, and by consequently assessing M’s child support payment at a higher sum that if theirs was a heterosexual partnership, the scheme manifests a different level of respect for their family life.’
Neuberger LJ: ‘the reduction in liability effected by regulation 11 is accorded for the purpose of ensuring that that absent parent’s new family is not so deprived of money that it is significantly detrimentally affected by the liability of the absent parent to pay child support. To my mind, it follows from this that M has made good her case that the relevant provision, of which she does not have the benefit because she is in a same sex, rather than a heterosexual, relationship, was enacted out of respect for family life, the family life in question being that of the absent parent and his/her new partner.’

Judges:

Lord Justice Kennedy Lord Justice Sedley Lord Justice Neuberger

Citations:

[2004] EWCA (Civ) 1343, Times 11-Nov-2004

Jurisdiction:

England and Wales

Cited by:

Appeal FromSecretary of State for Work and Pensions v M HL 8-Mar-2006
The respondent’s child lived with the estranged father for most of each week. She was obliged to contribute child support. She now lived with a woman, and complained that because her relationship was homosexual, she had been asked to pay more than . .
Lists of cited by and citing cases may be incomplete.

Child Support, Discrimination

Updated: 30 April 2022; Ref: scu.218841

Hayward v Cammell Laird Shipbuilders Ltd (No. 2): HL 1988

A woman complained that she was not being paid as much as male colleagues who were doing work of equal value. An Act of Parliament had made certain provisions in that regard. Later, that Act had been amended for the purpose of complying with Community law and this had been done by regulations made under section 2(2) of the European Communities Act 1972. If the applicant has terms in her contract which are more favourable than equivalent terms in the comparator’s contract the applicant keeps the benefit of those terms and in addition is entitled to have any less favourable term in her contract modified so as to be not less favourable than the equivalent term in the comparator’s contract or, if the comparator has in his contract a beneficial term which does not appear in the applicant’s contract, to have such a term included in her contract. It is not open to an employer to say ‘I have not modified that clause in the applicant’s contract because although it is less favourable than the similar clause in the comparator’s contract, looked at overall the applicant’s contract is as favourable to her as the comparator’s contract is favourable to him.’ Lord Mackay ‘Generally speaking primary legislation in the United Kingdom could confer a greater [employment] benefit on the appellant than she would be entitled to under the community legislation. The present case is special since the particular provisions on which the appellant relies for her case were inserted by regulations made under the European Communities Act 1972 and accordingly it might be questioned whether, if higher rights than those conferred under community law were provided in this way under domestic law, the making of the regulations was a proper exercise of the statutory power conferred by the European Communities Act 1972.’

Judges:

Lord Mackay of Clashfern LC, Lord Bridge, Lord Brandon and Lord Griffiths

Citations:

[1988] 2 All ER 257, [1988] ICR 464, [1988] 2 WLR 1134, [1988] AC 894

Statutes:

European Communities Act 1972 2(2)

Jurisdiction:

England and Wales

Citing:

Appeal fromHayward v Cammell Laird Shipbuilders Ltd (No. 2) CA 1987
. .
See AlsoHayward v Cammell Laird Shipbuilders Ltd HL 1984
The system of job evaluation when selecting for redundancies, for which there is uniquely by statue the designation of an expert, is one which is susceptible to different methodologies. . .

Cited by:

Appealed toHayward v Cammell Laird Shipbuilders Ltd (No. 2) CA 1987
. .
CitedPickstone v Freemans Plc HL 30-Jun-1988
The claimant sought equal pay with other, male, warehouse operatives who were doing work of equal value but for more money. The Court of Appeal had held that since other men were also employed on the same terms both as to pay and work, her claim . .
CitedPickstone v Freemans Plc HL 30-Jun-1988
The claimant sought equal pay with other, male, warehouse operatives who were doing work of equal value but for more money. The Court of Appeal had held that since other men were also employed on the same terms both as to pay and work, her claim . .
CitedOakley Inc v Animal Ltd and others PatC 17-Feb-2005
A design for sunglasses was challenged for prior publication. However the law in England differed from that apparently imposed from Europe as to the existence of a 12 month period of grace before applying for registration.
Held: Instruments . .
CitedBrownbill and Others v St Helens and Knowsley Hospital NHS Trust EAT 6-Aug-2010
EAT EQUAL PAY ACT – Case management
This appeal by some of the Claimants in a multiple equal pay claim, from a judgment on a PHR, raised the important question of the meaning of section 1(2) of the Equal Pay . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination, European

Updated: 30 April 2022; Ref: scu.200624

Ainsworth v Glass Tubes Components Ltd: EAT 1977

In an equal pay claim, it is for the applicant to choose the man with whom she wishes to compare herself.

Citations:

[1977] ICR 347

Cited by:

CitedPickstone v Freemans Plc HL 30-Jun-1988
The claimant sought equal pay with other, male, warehouse operatives who were doing work of equal value but for more money. The Court of Appeal had held that since other men were also employed on the same terms both as to pay and work, her claim . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 30 April 2022; Ref: scu.200621

Hayward v Cammell Laird Shipbuilders Ltd (No. 2): CA 1987

Citations:

[1987] 2 All ER 344, [1987] ICR 682, [1987] 3 WLR 20, [1988] QB 12

Jurisdiction:

England and Wales

Citing:

Appealed toHayward v Cammell Laird Shipbuilders Ltd (No. 2) HL 1988
A woman complained that she was not being paid as much as male colleagues who were doing work of equal value. An Act of Parliament had made certain provisions in that regard. Later, that Act had been amended for the purpose of complying with . .

Cited by:

Appeal fromHayward v Cammell Laird Shipbuilders Ltd (No. 2) HL 1988
A woman complained that she was not being paid as much as male colleagues who were doing work of equal value. An Act of Parliament had made certain provisions in that regard. Later, that Act had been amended for the purpose of complying with . .
CitedPickstone v Freemans Plc HL 30-Jun-1988
The claimant sought equal pay with other, male, warehouse operatives who were doing work of equal value but for more money. The Court of Appeal had held that since other men were also employed on the same terms both as to pay and work, her claim . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 30 April 2022; Ref: scu.200623

Bracebridge Engineering Limited v Darby: EAT 1990

The failure by an employer to treat an allegation of sexual harassment seriously was a breach of the implied term to maintain the trust and confidence of an employee, which entitled the employee to treat the contract as having been repudiated.

Citations:

[1990] IRLR 3

Jurisdiction:

England and Wales

Cited by:

CitedNottinghamshire County Council v Meikle CA 8-Jul-2004
The claimant was a teacher who had come to suffer a sight disability. She complained that her employers had failed to make reasonable accomodation for her disability, and subsequently she resigned claiming constructive dismissal and damages for . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 30 April 2022; Ref: scu.199221

Douglas and Others v Islington London Borough Council: EAT 23 Apr 2004

The claimants had been employed by the respondent as caretakers and cleaners. Their work unit was transferred to an outside contractor. They claimed under equal pay legislation, and now appealed dismissal of their claim.
Held: Some caretakers were still employed on an earlier scheme under which they continued to receive bonus payments. The applicants did not. When a comparator was chosen, the job of jobbing assistant was used but evaluated locally not nationally. This was a material departure from the proper procedure. The Act required the evaluation of the claimants’ and comparators’ jobs to be within the same study. If not there would not be comparison of like with like. The decision stood.

Judges:

Rimer J, P R A Jacques, R A Vickers

Citations:

Times 27-May-2004

Statutes:

Equal Pay Act 1970 1(5)

Jurisdiction:

England and Wales

Discrimination

Updated: 30 April 2022; Ref: scu.198420

B R Matthews and others v Kent and Medway Town Fire Authority Royal Berkshire Fire and Rescue Service the Secretary of State for the Home Department: EAT 29 Apr 2003

EAT Working Time Regulations

Judges:

His Hon Judge Birtles QC

Citations:

EAT/968/02

Jurisdiction:

England and Wales

Citing:

See alsoMatthews and others v Kent and Medway Towns Fire Authority and others EAT 7-Aug-2003
. .

Cited by:

See alsoMatthews and others v Kent and Medway Towns Fire Authority and others EAT 7-Aug-2003
. .
At EAT (1)Matthews and others v Kent and Medway Towns and Fire Authority and others HL 1-Mar-2006
Retained or part-time firefighters sought parity of working conditions with full time firefighters.
Held: The retained firefighters’ appeal succeeded (Lords Carswell and Mance dissenting). The test was whether the part-time and full time . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 29 April 2022; Ref: scu.185938

Lindsay v Ironsides Ray and Vials: EAT 27 Jan 1994

The industrial tribunal had refused the applicant an extension of time.
Held: The Tribunal mistook the law in holding that it could grant a review of its decision because the employee’s case had not been properly argued at the preliminary hearing as a result of her representative’s shortcomings. It would not be in the interests of justice for there to be a review on such grounds. Even though the ‘interests of justice’ ground for review is in very wide terms, it must be cautiously exercised. Failings of a representative will not generally constitute a ground for review because that would risk encouraging disappointed applicants to seek to re-argue cases by blaming their representatives.
Resort to this ground of review should be limited to cases of: ‘a ‘procedural mishap’ or ‘procedural shortcoming,’ or ‘procedural occurrence’ of a kind which constitutes a denial to a party of a fair and proper opportunity to present a case.’ and ‘Failings of a party’s representatives, professional or otherwise, will not generally constitute a ground for review. That is a dangerous path to follow. It involves the risk of encouraging a disappointed applicant to seek to reargue his case by blaming his representative for the failure of his claim. That may involve the tribunal in inappropriate investigations into the competence of the representative who is not present at or represented at the review. If there is a justified complaint against the representative, that may be the subject of other proceedings and procedure. It is thus our view that the industrial tribunal erred in law in granting a review under rule 10(1)(e) of the Rules of Procedure of 1985.’

Judges:

Mummery P

Citations:

Times 27-Jan-1994, [1994] IRLR 318, [1994] ICR 384

Statutes:

Race Relations Act 1968 68(1), Industrial Tribunals (Rules of Procedure) Regulations 1985

Jurisdiction:

England and Wales

Citing:

CitedFlint v Eastern Electricity Board EAT 1975
The employee had failed to mention at the hearing of his claim for a redundancy payment a fact which was arguably highly material to the issue of whether his refusal of alternative employment was reasonable; and his claim had been dismissed. He . .
CitedTrimble v Supertravel Ltd EAT 1982
The Industrial Tribunal had held that the appellant’s dismissal was unfair but then decided that she had failed to mitigate her loss. At the conclusion of the hearing, the Tribunal announced its decision and stated that she was to get no . .

Cited by:

CitedStanley Cole (Wainfleet) Ltd v Sheridan CA 25-Jul-2003
The employment tribunal, in delivering its judgment had cited a decision which was not among those referred to by the parties, but it did not give an opportunity to them to comment on it before delivering its decision.
Held: Such an ommission . .
CitedSodexho Ltd v Gibbons EAT 14-Jul-2005
EAT Deposit ordered. Order lost in post due to the Claimant putting wrong post-code on ET1. Review. Distinguishing Judgments from Orders. Strike-out. Extending time. . .
CitedCouncil of The City of Newcastle Upon Tyne v Marsden (Rev 1) EAT 23-Jan-2010
EAT PRACTICE AND PROCEDURE – Review
Claim under Disability Discrimination Act 1995 dismissed at PHR because Claimant not available to give evidence as to long-term effect of injury – Judge willing to offer . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 29 April 2022; Ref: scu.185968

Hall v Woolston Hall Leisure Limited: CA 23 May 2000

The fact that an employment contract was tainted with illegality of which the employee was aware, did not deprive the employee of the possibility of claiming rights which were due to her under a statute which created rights associated with but not dependent upon the contract. There could be no derogation from the European Directive upon which the national legislation was based, and the rights created by the directive were not dependent upon the contract. ‘In two types of case it is well established that illegality renders a contract unenforceable from the outset. One is where the contract is entered into with the intention of committing an illegal act; the other is where the contract is expressly or implicitly prohibited by statute.’ but ‘in cases where the contract of employment is neither entered into for an illegal purpose nor prohibited by statute, the illegal performance of the contract will not render the contract unenforceable unless in addition to knowledge of the facts which make the performance illegal the employee actively particpates in the illegal performance.’ It is the discrimination that is the core of the complaint, the fact of employment and the dismissal being the particular factual circumstances which Parliament has prescribed for the disability discrimination complaint to be capable of being made.

Judges:

Gibson LJ

Citations:

Times 31-May-2000, Gazette 15-Jun-2000, [2000] EWCA Civ 170, [2001] ICR 99, [2001] 1 WLR 225, [2000] 4 All ER 787

Links:

Bailii

Statutes:

Equal Treatment Directive (76/207/EEC), Sex Discrimination Act 1975

Jurisdiction:

England and Wales

Citing:

CitedHolman v Johnson 5-Jul-1775
ex turpi causa non oritur actio
A claim was made for the price of goods which the plaintiff sold to the defendant in Dunkirk, knowing that the defendant’s purpose was to smuggle the goods into England. The plaintiff was met with a defence of illegality.
Held: The defence . .
CitedSt John Shipping Corporation v Joseph Rank Limited 1956
The defendants held a bill of lading for part of the cargo carried on the plaintiffs’ vessel from Mobile, Alabama, to Birkenhead. The vessel was over laden and the plaintiffs were guilty of an offence under the 1932 Act. The defendants relied on the . .
CitedAshmore, Benson, Pease and Co v A V Dawson Ltd CA 1973
By acquiescing in the unlawful overloading of the hauliers’ lorries, the consignors’ assistant transport manager and his assistant made the haulage contract unenforceable at the instance of the consignors, who were unable to recover when a lorry . .
CitedCoral Leisure Group Ltd v Barnett EAT 1981
The court was asked whether any taint of illegality affecting part of a contract necessarily rendered the whole contract unenforceable by a party who knew of the illegality. In the case of a contract not for an illegal purpose or prohibited by . .
CitedNewland v Simons and Willer (Hairdressers) Ltd 1981
The court was asked whether an employee could complain of unfair dismissal where the tribunal had held that the employee knew or ought to have known that her employer had failed to pay tax and national insurance contributions in respect of her . .
Appeal fromHall v Woolston Hall Leisure Ltd EAT 5-Feb-1998
. .

Cited by:

Cited21st Century Logistic Solutions Limited (In Liquidation) v Madysen Limited QBD 17-Feb-2004
The vendor sold computers to the defendant, intending not to account to the commissioners for the VAT. The seller went into liquidation, and the liquidator sought payment. The purchaser had been unaware of the intended fraud and resisted payment. . .
CitedArchibald v Fife Council HL 1-Jul-2004
The claimant was employed as a street sweeper. She suffered injury to her health making it difficult to do her work. She was dismissed, and claimed that being disabled, the employer had not made reasonable adjustments to find alternative work for . .
CitedV v Addey and Stanhope School CA 30-Jul-2004
The respondent resisted a claim of unfair dismissal and race discrimination on the basis that the employment contract was illegal since the claimant was an immigrant and unable to work without a work permit.
Held: The Court of Appeal upheld a . .
CitedWheeler v Qualitydeep Ltd. (T/A Thai Royale Restaurant) CA 30-Jul-2004
The employee, a foreign national with only limited command of English, claimed unfair dismissal. It was responded on behalf of her former employers, now in liquidation, that there could be no unfair dismissal since there had been no deductions of . .
CitedWitkowska v Kaminski ChD 25-Jul-2006
The claimant sought provision from the estate claiming to have lived with the deceased as his partner for the two years preceding his death. She appealed an order which would be enough to allow her to live in Poland, but not in England. She said . .
CitedEnfield Technical Services Ltd v Payne and Another CA 22-Apr-2008
The appellant company appealed dismissal of their defence to a claim for unfair dismissal that the employment contract was tainted with illegality. The EAT had heard two cases with raised the question of the effect on unfair dismissal claims of . .
CitedHounga v Allen and Another SC 30-Jul-2014
The appellant, of Nigerian origin had been brought here at the age of 14 with false identity papers, and was put to work caring for the respondent’s children. In 2008 she was dismissed and ejected from the house. She brought proceedings alleging . .
CitedPatel v Mirza SC 20-Jul-2016
The claimant advanced funds to the respondent for him to invest in a bank of which the claimant had insider knowledge. In fact the defendant did not invest the funds, the knowledge was incorrect. The defendant however did not return the sums . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination, Contract

Updated: 29 April 2022; Ref: scu.147203

Hounga v Allen and Another: SC 30 Jul 2014

The appellant, of Nigerian origin had been brought here at the age of 14 with false identity papers, and was put to work caring for the respondent’s children. In 2008 she was dismissed and ejected from the house. She brought proceedings alleging racial discrimination, but the only element of her claim which succeeded was of unfair dismissal, rejecting others saying that it had no jurisdiction. The defendants argued that the contract was unlawful, asking the Court: ‘In what circumstances should the defence of illegality defeat a complaint by an employee that an employer has discriminated against him by dismissing him contrary to section 4(2)(c) of the Race Relations Act 1976? ‘
Held: The claimant’s appeal was allowed. The defence of illegality of the employment of an illegal immigrant did not operate to defeat a claim of the tort of discrimination.
Lord Wilson set out a definition of human trafficking: ‘The accepted international definition of trafficking is contained in the UN Protocol to Prevent, Suppress and Punish Trafficking in Persons (‘the Palermo Protocol’) signed in 2000 and ratified by the UK on 9 February 2006. Article 3 provides:
‘(a) ‘Trafficking in persons’ shall mean the recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability . . for the purpose of exploitation. Exploitation shall include, at a minimum, . . sexual exploitation, forced labour or services, slavery or practices similar to slavery, servitude or the removal of organs;
(b) The consent of a victim of trafficking in persons to the intended exploitation set forth in subparagraph (a) of this article shall be irrelevant where any of the means set forth in subparagraph (a) have been used;
(c) The recruitment, transportation, transfer, harbouring or receipt of a child for the purpose of exploitation shall be considered ‘trafficking in persons’ even if this does not involve any of the means set forth in subparagraph (a) of this article’.’
Lord Wilson said: ‘The defence of illegality rests upon the foundation of public policy. ‘The principle of public policy is this . . ‘ said Lord Mansfield by way of preface to his classic exposition of the defence in Holman v Johnson (1775) 1 Cowp 341, 343. ‘Rules which rest upon the foundation of public policy, not being rules which belong to the fixed or customary law, are capable, on proper occasion, of expansion or modification’: Maxim Nordenfelt Guns and Ammunition Co Nordenfelt [1893] 1 Ch 630, 661 (Bowen LJ). So it is necessary, first, to ask ‘What is the aspect of public policy which founds the defence?’ and, second, to ask ‘But is there another aspect of public policy to which application of the defence would run counter?”
Lord Hughes said: ‘When a court is considering whether illegality bars a civil claim, it is essentially focussing on the position of the claimant vis-a-vis the court from which she seeks relief. It is not primarily focusing on the relative merits of the claimant and the defendant. It is in the nature of illegality that, when it succeeds as a bar to a claim, the defendant is the unworthy beneficiary of an undeserved windfall. But this is not because the defendant has the merits on his side; it is because the law cannot support the claimant’s claim to relief. ‘
Lord Toulson’s concluded generally:
‘Looking behind the maxims, there are two broad discernible policy reasons for the common law doctrine of illegality as a defence to a civil claim. One is that a person should not be allowed to profit from his own wrongdoing. The other, linked, consideration is that the law should be coherent and not self-defeating, condoning illegality by giving with the left hand what it takes with the right hand.’
Lord Toulson set out how the courts should approach the question:
‘So how is the court to determine the matter if not by some mechanistic process? In answer to that question I would say that one cannot judge whether allowing a claim which is in some way tainted by illegality would be contrary to the public interest, because it would be harmful to the integrity of the legal system, without (a) considering the underlying purpose of the prohibition which has been transgressed, (b) considering conversely any other relevant public policies which may be rendered ineffective or less effective by denial of the claim, and (c) keeping in mind the possibility of overkill unless the law is applied with a due sense of proportionality. We are, after all, in the area of public policy. That trio of necessary considerations can be found in the case law. . . The courts must obviously abide by the terms of any statute, but I conclude that it is right for a court which is considering the application of the common law doctrine of illegality to have regard to the policy factors involved and to the nature and circumstances of the illegal conduct in determining whether the public interest in preserving the integrity of the justice system should result in denial of the relief claimed. I put it in that way rather than whether the contract should be regarded as tainted by illegality, because the question is whether the relief claimed should be granted.’
Lord Toulson brought the elements together: ‘The essential rationale of the illegality doctrine is that it would be contrary to the public interest to enforce a claim if to do so would be harmful to the integrity of the legal system (or, possibly, certain aspects of public morality, the boundaries of which have never been made entirely clear and which do not arise for consideration in this case). In assessing whether the public interest would be harmed in that way, it is necessary (a) to consider the underlying purpose of the prohibition which has been transgressed and whether that purpose will be enhanced by denial of the claim, (b) to consider any other relevant public policy on which the denial of the claim may have an impact and (c) to consider whether denial of the claim would be a proportionate response to the illegality, bearing in mind that punishment is a matter for the criminal courts. Within that framework, various factors may be relevant, but it would be a mistake to suggest that the court is free to decide a case in an undisciplined way. The public interest is best served by a principled and transparent assessment of the considerations identified, rather by than the application of a formal approach capable of producing results which may appear arbitrary, unjust or disproportionate.’

Judges:

Lady Hale, Deputy President, Lord Kerr, Lord Wilson, Lord Carnwath, Lord Hughes

Citations:

[2014] UKSC 47, [2014] ICR 847, [2014] Eq LR 559, [2014] 4 All ER 595, [2014] 1 WLR 2889, [2014] IRLR 811, [2014] WLR(D) 353, UKSC 2012/0188

Links:

Bailii, Bailii Summary, WLRD, SC Summary, SC

Jurisdiction:

England and Wales

Citing:

At EATAllen (Nee Aboyade-Cole) v Hounga and Another EAT 31-Mar-2011
EAT JURISDICTIONAL POINTS – Fraud and illegality
The Claimant brought claims for unfair dismissal, breach of contract, unpaid wages and unpaid holiday pay as well as racial discrimination arising out of her . .
At CAHounga v Allen and Another CA 15-May-2012
. .
CitedBoulter v Clark 1747
A party to an illegal prize fight who is damaged in the conflict cannot sue for assault . .
CitedNational Coal Board v England HL 1954
The plaintiff sought damages after being injured when a co-worker fired a shot. The employee however had himself coupled the detonator to the cable rather than leaving it to the shotfirer, and had his cimmitted a criminal offence. He had been found . .
CitedSaunders v Edwards CA 24-Mar-1986
The parties had agreed for the sale and purchase of land and chattels, but had deliberately misdescribed the apportionment so as to reduce tax liability. The purchasers then brought an action for misrepresentation. The vendor replied that the action . .
CitedHoward v Shirlstar Container Transport Ltd CA 1990
The parties contracted for the recovery from Nigeria of an aircraft owned by the defendants which was being detained by the Nigerian authorities at Lagos. Under the contract, the plaintiff was entitled to recover a fee of andpound;25,000 if he . .
CitedCross v Kirkby CA 18-Feb-2000
The claimant was a hunt saboteur and the defendant a local farmer. The claimant shouted to the defendant ‘You’re fucking dead’ and jabbed him in the chest and throat with a broken baseball bat. In order to ward off further blows, the defendant . .
CitedHall v Woolston Hall Leisure Limited CA 23-May-2000
The fact that an employment contract was tainted with illegality of which the employee was aware, did not deprive the employee of the possibility of claiming rights which were due to her under a statute which created rights associated with but not . .
CitedEnfield Technical Services Ltd v Payne; Grace v BF Components Ltd EAT 25-Jul-2007
EAT Unfair dismissal – Exclusions including worker/jurisdiction
These two appeals consider the circumstances in which contracts will be considered illegal so as to preclude an employee from taking claims . .
CitedEnfield Technical Services Ltd v Payne and Another CA 22-Apr-2008
The appellant company appealed dismissal of their defence to a claim for unfair dismissal that the employment contract was tainted with illegality. The EAT had heard two cases with raised the question of the effect on unfair dismissal claims of . .
CitedV v Addey and Stanhope School CA 30-Jul-2004
The respondent resisted a claim of unfair dismissal and race discrimination on the basis that the employment contract was illegal since the claimant was an immigrant and unable to work without a work permit.
Held: The Court of Appeal upheld a . .
CitedHolman v Johnson 5-Jul-1775
ex turpi causa non oritur actio
A claim was made for the price of goods which the plaintiff sold to the defendant in Dunkirk, knowing that the defendant’s purpose was to smuggle the goods into England. The plaintiff was met with a defence of illegality.
Held: The defence . .
CitedHall v Hebert 29-Apr-1993
(Canadian Supreme Court) After they had been drinking heavily together, Mr Hebert, who owned a muscle car, allowed Mr Hall to drive it, including initially to give it a rolling start down a road on one side of which there was a steep slope. The car . .
CitedRegina v Lyons, Parnes, Ronson, Saunders HL 15-Nov-2002
The defendants had been convicted on evidence obtained from them by inspectors with statutory powers to require answers on pain of conviction. Subsequently the law changed to find such activity an infringement of a defendant’s human rights.
CitedRelaxion Group plc v Rhys-Harper; D’Souza v London Borough of Lambeth; Jones v 3M Healthcare Limited and three other actions HL 19-Jun-2003
The court considered whether discriminatory acts after the termination of employment were caught by the respective anti-discrimination Acts. The acts included a failure to give proper references. They pursued claims on the basis of victimisation . .
CitedSiliadin v France ECHR 26-Jul-2005
(French Text) A 15-year-old girl, had been brought from Togo to France and made to work for a family without pay for 15 hours a day. She had been held in servitude and required to perform forced labour
Held: France had violated article 4 by . .
CitedGray v Thames Trains and Others HL 17-Jun-2009
The claimant suffered psychiatric injury in a rail crash caused by the defendant’s negligence. Under this condition of Post-Traumatic Stress Disorder, the claimant had later gone on to kill another person, and he had been detained under section 41. . .
CitedRantsev v Cyprus And Russia ECHR 7-Jan-2010
A Russian woman, aged 20, had gone to work as an artiste in a cabaret in Cyprus. Three weeks later she was found dead in a street.
Held: The Court upheld her father’s complaint that Cyprus was in breach of article 4 in that its regime for the . .
CitedLM and Others v Regina; Regina v M(L), B(M) and G(D) CACD 21-Oct-2010
Each defendant appealed saying that being themselves the victims of people trafficking, the prosecutions had failed to take into account its obligations under the Convention.
Held: Prosecutors had ‘a three-stage exercise of judgment. The first . .
CitedCN v The United Kingdom ECHR 13-Nov-2012
The claimant said that having been raped repeatedly in Uganda, she had fled to England, where her passport was taken and she was forced to work and her earnings taken, and she was held captive. On escaping, her application for asylum was refused. . .
CitedL and Others v The Children’s Commissioner for England and Another CACD 21-Jun-2013
Even where it has been clearly established that a defendant had been trafficked that should not provide him with immunity from prosecution for a criminal offence. Lord Judge CJ explained that: ‘it has not, however, and could not have been argued . .

Cited by:

CitedReyes and Another v Al-Malki and Another CA 5-Feb-2015
The claimants wished to make employment law claims alleging, inter alia, that they had suffered racial discrimination and harassment, and had been paid less than the national minimum wage aganst the respondents. They had been assessed as having been . .
CitedLes Laboratoires Servier and Another v Apotex Inc and Others SC 29-Oct-2014
Ex turpi causa explained
The parties had disputed the validity a patent and the production of infringing preparations. The english patent had failed and damages were to be awarded, but a Canadian patent remained the defendant now challenged the calculation of damages for . .
CitedJetivia Sa and Another v Bilta (UK) Ltd and Others SC 22-Apr-2015
The liquidators of Bilta had brought proceedings against former directors and the appellant alleging that they were party to an unlawful means conspiracy which had damaged the company by engaging in a carousel fraud with carbon credits. On the . .
CitedTaiwo and Another v Olaigbe and Others SC 22-Jun-2016
The claimants had been brought here illegally to act as servants for the defendants. They were taken advantage of and abused. They made several claims, but now appealed against rejection of their claims for discrimination. The court was asked . .
CitedHenderson v Dorset Healthcare University NHS Foundation Trust CA 3-Aug-2018
Upon the allegedly negligent release of the claimant from mental health care, she had, while in the midst of a serious psychotic episode, derived from the schizophrenia, killed her mother and been convicted of manslaughter. She now sought damages in . .
CitedPatel v Mirza SC 20-Jul-2016
The claimant advanced funds to the respondent for him to invest in a bank of which the claimant had insider knowledge. In fact the defendant did not invest the funds, the knowledge was incorrect. The defendant however did not return the sums . .
CitedPatel v Mirza SC 20-Jul-2016
The claimant advanced funds to the respondent for him to invest in a bank of which the claimant had insider knowledge. In fact the defendant did not invest the funds, the knowledge was incorrect. The defendant however did not return the sums . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination, Human Rights, Torts – Other

Updated: 29 April 2022; Ref: scu.535439

The Governing Body of Addey and Stanhope School v V: EAT 15 Aug 2002

EAT Race Discrimination – Victimisation

Judges:

His Hon Judge D Serota QC

Citations:

EAT/349/02

Jurisdiction:

England and Wales

Cited by:

See alsoV v Addey and Stanhope School and others EAT 25-Nov-2003
EAT Race Discrimination – Detriment . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 28 April 2022; Ref: scu.177374

Callagan v Glasgow City Council: EAT 28 Aug 2000

The employee was a social worker. After being assaulted in the course of his work, his health deteriorated, and eventually he was dismissed. He claimed disability discrimination. An impairment having been found, and the other conditions being net. The only preliminary issue remaining was whether the employer could establish that he had nevertheless acted reasonably. He had. Had the employer made any reasonable adjustment? The tribunal had rejected the evidence of the applicant on this point. In this case the employee had never been fit enough even for that. Appeal refused.
EAT Disability Discrimination – Adjustments

Judges:

The Honourable Lord Johnston

Citations:

EAT/43/01

Links:

EAT

Scotland, Employment, Discrimination

Updated: 28 April 2022; Ref: scu.171482

R Plettell v British Aerospace (Operations) Ltd: EAT 19 Jul 2001

The applicant had applied for a position, and alleged that once his racial origin became known, he was wrongly told there was no position for him. The tribunal had failed to give a consistent view of whether the company had known of these origins at the time the decision was made, and the matter was remitted to a fresh tribunal.
EAT Race Discrimination – Direct

Judges:

The Honourable Mr Justice Douglas Brown

Citations:

EAT/678/00, EAT/446/00

Employment, Discrimination

Updated: 28 April 2022; Ref: scu.168275

Rugamel v Sony Music Entertainment UK Ltd; McNicol v Balfour Beatty Rail Maintenance Ltd: EAT 28 Aug 2001

Both cases questioned the extent, as a disability, of functional or psychological ‘overlay’, where there may be no medical condition underlying the symptoms which the employee claims to be present. Neither claimant had asserted any psychological disability. The employees appealed a refusal that they be considered to suffer a disability. ‘Impairment’, has to mean some damage, defect, disorder or disease compared with a person having a full set of physical and mental equipment in normal condition. ‘physical or mental impairment’ refers to a person having something wrong with them physically, or something wrong with them mentally.
EAT Disability Discrimination – Disability

Judges:

Mr Commissioner Howell QC

Citations:

EAT/1487/99, EAT/1385/99

Links:

EATn

Statutes:

Disability Discrimination Act 1995

Citing:

CitedGoodwin v Patent Office EAT 3-Feb-1999
Tribunals looking at Disability Discrimination should check the four factors in the Act without losing the overall picture. Assistance was available from the WHO Classification of Diseases. Being able to carry out a task did not mean ability was not . .
See AlsoMcNichol v Balfour Beatty Rail Maintenance Ltd EAT 10-Mar-2000
. .

Cited by:

Appeal fromMcNicol v Balfour Beatty Rail Maintenance Limited CA 26-Jul-2002
The Disability Rights Commission sought leave to intervene in a claim between the parties for disability discrimination.
Held: The Commission has important duties, but that did not give it the right, save in exceptional circumstances, to . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 28 April 2022; Ref: scu.166150

Ratcliffe and Others v North Yorkshire County Council: HL 7 Jul 1995

Three school dinner ladies had been employed by the Council at National Rates of pay and conditions. Their work which was almost exclusively carried out by females had been rated as of equal value to that of men employed by the council at various establishments. Following compulsory tendering the council declared some of the catering assistants redundant and dismissed them and re-employed them through the direct service organization at rates of pay that in the majority of cases were below Joint Council Rates.
Held: The tribunal’s conclusions that the council had not shown that the variation was generally due to a material factor other than the difference of sex was upheld. Where jobs were rated as being of equal value, the fact of others paying less to women is not sufficient to justify treating them differently.
After referring to section 1(3) Lord Slynn said: ‘There has been much argument in this case as to the relationship between section 1 of the Act of 1970 and section 1 of the Act of 1975. The latter distinguishes between (a) a case where an employer on the ground of her sex treats a woman less favourably than he treats or would treat a man (section 1(1)(a)), and (b) a case where the employer applies to a woman a requirement or condition which he applies or would apply equally to a man but which is such that the proportion of women who can comply with it is considerably smaller than the proportion of men who can comply with it and which the employer cannot show to be justifiable irrespective of the sex of the person to whom it is applied and which is to the detriment of a woman because she cannot comply with it (section 1(1)(b)). The first (a) is commonly referred to as ‘direct’ discrimination, the latter ((b) as ‘indirect’ discrimination. It is submitted that this distinction must be introduced equally into the Act of 1970. For my part I do not accept that this is so. There is no provision in the Act of 1975 which expressly incorporates the distinction into the Act of 1970 even though Schedule I to the Act of 1975 incorporated a number of amendments into the Act of 1970 and even though Part II of that Schedule set out the Act of 1970 in full in its amended form.
In my opinion the Act of 1970 must be interpreted in its amended form without bringing in the distinction between so-called ‘direct’ and ‘indirect’ discrimination. The relevant question under the Act of 1970 is whether equal treatment has been accorded to men and women employed on like work or for men and women employed on work rated as equivalent. Whether they are employed on work rated as equivalent depends on whether the woman’s job and the man’s job had been given an equal value in terms of the demand made on a worker under various headings on a study undertaken with a view to evaluating in those terms the jobs to be done by all or any of the employees in an undertaking (section 1 (5).)
In the present case it is plain that such evaluation was made and the women were found to be engaged on work rated as equivalent to work done by men. That is sufficient for the women to be entitled to a declaration by the industrial tribunal in their favour unless section 1 (3) of the Act as set out previously is satisfied.
This was the question for the industrial tribunal to consider. By a majority they were satisfied that the council had failed to show that the variation between the applicants’ contracts and those of their male comparators was due to a material factor which was not the difference of sex.’

Judges:

Lord Slynn of Hadley

Citations:

Times 07-Jul-1995, Independent 07-Jul-1995, [1995] ICR 833

Statutes:

Equal Pay Act 1970 1(3), Sex Discrimination Act 1975

Jurisdiction:

England and Wales

Citing:

At EATNorth Yorkshire County Council v Ratcliffe and others EAT 21-Jan-1993
School catering assistants claimed equal pay under the Act. Their work had been valued as equal to that of men, but following a contracting out procedure, they earned less than men.
Held: The Council had failed to show that the difference was . .
Appeal fromBritish Coal Corporation and Others, North Yorkshire County Council v Ratcliffe and Others CA 11-May-1994
School catering assistants did work which had been valued equally with that of men, but their jobs had been contracted out to direct service companies who paid them less.
Held: Market pressure which required the payment of lower wages to women . .

Cited by:

CitedSharp v Caledonia Group Services Ltd EAT 1-Nov-2005
EAT Equal Pay Act – Material factor defence – In an equal pay claim involving a presumption of direct discrimination the genuine material factor defence requires justification by objective criteria.
The . .
CitedArmstrong and others v Newcastle Upon Tyne NHS Hospital Trust CA 21-Dec-2005
The claimants claimed equal pay, asserting use of particular comparators. The Trust said that there was a genuine material factor justifying the difference in pay.
Held: To constitute a single source for the purpose of article 141, it is not . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 28 April 2022; Ref: scu.85676

O’Neill v Symm and Co Ltd: EAT 10 Jun 1998

An employer dismissing an employee for sickness absences, and who was unaware that the sickness had come to be a disability, did not discriminate under the Act. The reason for the dismissal was to be looked for in the mind of the employer.

Citations:

Gazette 08-Jul-1998, Gazette 10-Jun-1998, Times 12-Mar-1998, [1998] IRLR 233

Statutes:

Disability Discrimination Act 1995 4(2) 5(1)(a)

Jurisdiction:

England and Wales

Citing:

See AlsoO’Neill v Symm and Company Ltd EAT 16-Oct-1997
. .

Cited by:

See AlsoO’Neill v Symm and Company Ltd EAT 16-Oct-1997
. .
CitedGbokoyi v Bennett’s Eco-Inverter (Environmental Services) Ltd EAT 18-Jan-2002
The claimant appealed against dismissal of her unfair dismissal and of her maternity related discrimination claim.
Held: The appeal succeeded: ‘it does not appear that the tribunal gave any separate consideration to whether the pregnancy was . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 28 April 2022; Ref: scu.84463

Leighton v Michael and Another: EAT 26 Oct 1995

A sex discrimination claim stood despite unlawful elements of employment contract. The claim was not barred by the applicant’s knowledge that the employer was not making the required deductions from wages.

Citations:

Times 26-Oct-1995, [1995] ICR 1091

Jurisdiction:

England and Wales

Cited by:

CitedV v Addey and Stanhope School CA 30-Jul-2004
The respondent resisted a claim of unfair dismissal and race discrimination on the basis that the employment contract was illegal since the claimant was an immigrant and unable to work without a work permit.
Held: The Court of Appeal upheld a . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 28 April 2022; Ref: scu.83025

Hurley v Mustoe: EAT 1981

The EAT was concerned with an employer’s refusal to employ women with small children because he regarded them as unreliable employees and needed to have reliable staff for his small business. ‘[W]e are not deciding whether or not women with children as a class are less reliable employees. Parliament has legislated that they are not be treated as a class but as individuals. No employer is bound to employ unreliable employees, whether men or women. But he must investigate each case, and not simply apply what some would call a rule of convenience and others prejudice to exclude a whole class of women or married persons because some members of that class are not suitable employees.’

Judges:

Browne-Wilkinson J

Citations:

[1981] ICR 490

Cited by:

CitedEuropean Roma Rights Centre and others v Immigration Officer at Prague Airport and Another CA 20-May-2003
A scheme had been introduced to arrange pre-entry clearance for visitors to the United Kingdom by posting of immigration officers in the Czech Republic. The claimants argued that the system was discriminatory, because Roma visitors were now . .
Lists of cited by and citing cases may be incomplete.

Discrimination, Employment

Updated: 28 April 2022; Ref: scu.182468

Chattopadhyay v Headmaster of Holloway School: EAT 1981

The appellant, an Indian teacher had applied unsuccessfully for the post of head of history at Holloway School. He complained of race discrimination.
Held: Browne-Wilkinson P said: ‘As has been pointed out many times, a person complaining that he has been unlawfully discriminated against faces great difficulties. There is normally not available to him any evidence of overtly racial discriminatory words or actions used by the respondent. All that the applicant can do is to point to certain facts which, if unexplained, are consistent with his having been treated less favourably than others on racial grounds. In the majority of cases it is only the respondents and their witnesses who are able to say whether in fact the allegedly discriminatory act was motivated by racial discrimination or by other, perfectly innocent, motivations. It is for this reason that the law has been established that if an applicant [claimant] shows that he has been treated less favourably than others in circumstances which are consistent with that treatment being based on racial grounds the industrial tribunal [ET] should draw an inference that such treatment was on racial grounds, unless the respondent can satisfy the industrial tribunal that there is an innocent explanation’ and
‘we are very conscious of the great dangers of opening too widely the ambit of an inquiry under the Race Relations Act 1976. If this is done and not controlled, industrial tribunals will be faced with numerous issues on matters only indirectly relevant to the main issue. This in turn would lead to long and complicated hearings and great expense and inconvenience to the respondents. It is not in the best interests of those who are being racially discriminated against that the protection of their rights before tribunals should become a matter of great expense and complication. The end result of so doing would be to render the legal redress they have difficult and expensive to obtain. In the circumstances there is a very heavy burden on legal advisers, the Commission for Racial Equality and the Equal Opportunities Commission to ensure that matters of the kind that we have had to consider in this case are not introduced into a case, except where they are satisfied that there is a real probability that they will affect the outcome. This judgment should not be treated as a charter for wholesale allegation of subsequent events.’

Judges:

Browne-Wilkinson P

Citations:

[1981] IRLR 487, [1982] ICR 132

Statutes:

Race Relations Act 1976

Jurisdiction:

England and Wales

Cited by:

Dicta not approvedStrathclyde Regional Council v Zafar; Zafar v Glasgow City Council HL 16-Oct-1997
The absence of any other explanation for the unfair dismissal of a black worker, does not of itself and inescapably lead to finding of race bias, or racial discrimination. He had been dismissed following complaints of sexual harassment, later found . .
CitedUgiabe v Tower Hamlets Primary Care Trust (Race Discrimination : Direct) EAT 9-May-2013
EAT RACE DISCRIMINATION – Direct
The Claimant’s appeal argued that the Employment Tribunal had failed to follow through the inferences that it had drawn as to the conduct of the Medical Director of the . .
DiscussedKhanna v Ministry of Defence EAT 1981
EAT The applicant, who had been born in India, had made twenty-two unsuccessful applications for promotion. On the last occasion he brought proceedings alleging unlawful racial discrimination and relying on the . .
Lists of cited by and citing cases may be incomplete.

Discrimination, Employment

Updated: 28 April 2022; Ref: scu.180906

Hook v British Airways Plc: QBD 25 Feb 2011

The claimant appealed against the dismissal of his claim for damages, alleging a breach of the 2007 Regulations.

Judges:

Supperstone J

Citations:

[2011] EWHC 379 (QB)

Links:

Bailii

Statutes:

Civil Aviation (Access to Air Travel for Disabled Persons and Persons with Reduced Mobility) Regulations 2007

Jurisdiction:

England and Wales

Discrimination, Transport

Updated: 28 April 2022; Ref: scu.430251

General Medical Council v H Cox: EAT 22 Mar 2002

Miss Cox claimed that the Council had not made a proper adjustment so as to allow her to work for them despite her disability. The Council asserted as a preliminary point that they were not a trade organisation within the sections, and so were not caught by the provisions. They appealed a finding against them.
Held: The Council was established under the Medical Acts as a regulatory body, setting professional standards so as to protect the public. The involvement in its procedures of the Privy Council confirmed that it operated as a public body, and not a trade organisation. The court should look to the predominant purpose of the organisation. ‘Is the GMC a trade organisation within the meaning of Section 13? In our judgment it is beyond argument that that at its inception the purpose for which this organisation existed was the protection of the public, and particularly those members of such that had to consult a medical practitioner. The preamble to the 1858 Act said as much and it would be surprising if Parliament of its own volition made an enactment for the purposes of the medical profession. Has the position since changed? We think not. The functions of the GMC are to be those assigned by the Medical Act 1983 (see Section 1(1)), which functions, as emerging from the ensuing sections, are in great substance directly or indirectly concerned with setting and attaining the professional standards that serve to protect the public. We readily accept Mr. Henshaw’s submission that the activities of the GMC serve to maintain the status and reputation of the medical profession and are thus of a benefit to it but that consideration cannot serve to displace the predominant purpose of public protection. Indeed if the medical profession, as such, does benefit from the GMC and its functioning it is arguably because this organisation does not exist for its ‘purpose’ but for the ‘purpose’ of the public, setting standards that are not compromised by self-interest.’

Judges:

The Honourable Mr Justice Holland

Citations:

Times 16-Apr-2002, EAT/0076/01

Links:

EAT

Statutes:

Disability Discrimination Act 1995 13 68, Medical Act 1858, Medical Act 1983

Jurisdiction:

England and Wales

Cited by:

Cited1 Pump Court Chambers v Horton EAT 2-Dec-2003
The chambers appealed a finding of discrimination, saying that a pupil was not a member of the set so as to qualify under the Act.
Held: The barristers set or chambers was a trade organisation, but the position of a pupil barrister was not . .
Cited1 Pump Court Chambers v Horton EAT 2-Dec-2003
The chambers appealed a finding of discrimination, saying that a pupil was not a member of the set so as to qualify under the Act.
Held: The barristers set or chambers was a trade organisation, but the position of a pupil barrister was not . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 27 April 2022; Ref: scu.168549

Chief Constable of Norfolk v Coffey: CA 21 Jun 2019

The claimant had a minor hearing impairment. It was not of itself sufficient to amount to a disability in law, but the appellant took her off front line duties because of it. The CC now appealed a finding that it had breached the 2010 Act, saying that she was not in fact disabled.
Held: The appeal failed. It was sufficient that she had been perceived as having a disability, and had been treated less favourably accordingly.
The court acknowledged the particular demands of front-line police work, but the real issue was whether the decision-maker’s belief that the claimant already was or might become incapable of performing front-line duties was a belief about her ability to carry out ‘normal day-to-day activities’.

Judges:

Underhill, Davis , Bean LJJ

Citations:

[2019] EWCA Civ 1061, [2019] WLR(D) 342

Links:

Bailii, WLRD

Statutes:

Equality Act 2010

Jurisdiction:

England and Wales

Citing:

Appeal fromThe Chief Constable of Norfolk v Coffey EAT 19-Dec-2017
DISABILITY DISCRIMINATION – Direct disability discrimination
Perceived Discrimination
The Employment Tribunal did not err in law in finding that the Respondent (1) perceived the Claimant to be disabled and (2) treated her less . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 27 April 2022; Ref: scu.638816

Joint Council for The Welfare of Immigrants, Regina (on The Application of) v Secretary of State for The Home Department: Admn 1 Mar 2019

The claimants challenged as discriminatory the statutory requirement for landlords to verify the immigration status of potential tenants and land occupiers.
Held: The challenge succeeded.

Judges:

Martin Spencer

Citations:

[2019] EWHC 452 (Admin)

Links:

Bailii

Statutes:

Human Rights Act 1998 4, Immigration Act 2014 20-37, European Convention on Human Rights 8 14, Equality Act 2010 149

Jurisdiction:

England and Wales

Citing:

CitedGhaidan v Godin-Mendoza HL 21-Jun-2004
Same Sex Partner Entitled to tenancy Succession
The protected tenant had died. His same-sex partner sought a statutory inheritance of the tenancy.
Held: His appeal succeeded. The Fitzpatrick case referred to the position before the 1998 Act: ‘Discriminatory law undermines the rule of law . .
Lists of cited by and citing cases may be incomplete.

Landlord and Tenant, Immigration, Discrimination

Updated: 27 April 2022; Ref: scu.634219

Nissa v Waverly Education Foundation Ltd and Another: EAT 19 Nov 2018

Disability – definition – ‘substantial’ – ‘long-term’
Until she resigned on 31 August 2016, the Claimant was employed by the Respondent as a Science Teacher. In her subsequent ET claim, she contended she had suffered disability discrimination; it was the Claimant’s case that, since December 2015, she had suffered from a physical impairment, ultimately diagnosed as fibromyalgia, together with mental distress. She claimed these impairments caused her to suffer a substantial and long-term adverse effect on her ability to carry out normal day-to-day activities. Considering whether the Claimant was disabled for the purposes of the Equality Act 2010, the ET first asked whether, on the evidence available within the material period (16 December 2015 to 31 August 2016) it could be said that the effects of the Claimant’s impairment/s were likely to last more than 12 months. Noting that none of the Claimant’s advisers had considered her condition long-term, that a diagnosis of ‘fibromyalgia’ was not made until 12 August 2016 and was subject to the caveat that the Claimant’s symptoms might slowly improve as she was no longer in the Respondent’s employment, the ET concluded it could not be said to have been likely that the effects would be long-term. In the alternative, the ET went on to consider whether the Claimant had established that her conditions had a substantial effect on her ability to carry out normal day-to-day activities. Accepting they had some adverse effect, the ET held that her evidence had failed to demonstrate the precise nature of the effect and it noted that none of the clinicians or therapists consulted by the Claimant during the material period made any reference to any specific effects. Even if the effects of the Claimant’s impairments had been long-term, the ET would, in the alternative, have found she had failed to establish that they had given rise to the relevant substantial effect.
The Claimant appealed against both findings.
Held: allowing the appeal
In determining whether the effect of the Claimant’s impairments was ‘long-term’, the ET had focused on the question of diagnosis rather than the effects of the impairments and had adopted a narrow approach, rather than looking at the reality of risk – whether it could well happen – on a broad view of the evidence available. More than that, although stating it had avoided viewing the issues with the benefit of hindsight, that was precisely what the ET did when putting emphasis on Dr Khan’s prognosis post-dating the material period.
As for whether the effect was ‘substantial’, the ET’s reasoning did not demonstrate that it looked to the deduced effects, assessing the impact of the Claimant’s conditions absent mitigation through medication. There was equally nothing to show that the ET had paid any regard to the Claimant’s doctor’s report, which had detailed the effects of the impairments on the Claimant’s ability to carry out normal day-to-day activities and was plainly relevant to this issue. Taking into account the wider medical evidence (including evidence of the medication prescribed to the Claimant, which would then need to be discounted), the Claimant’s periods of sick leave (apparently demonstrating an inability to carry out the activities for her work) and the quite detailed explanation provided in her doctor’s report of 22 June 2016, and reading all that alongside the Claimant’s own statement, the ET’s Decision on ‘substantial adverse effect’ could not stand; it failed to take into account relevant evidence and that rendered its conclusion unsafe.
Case remitted to a different ET for re-hearing.

Citations:

[2018] UKEAT 0135 – 18 – 1911

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 27 April 2022; Ref: scu.633791

Gonzalez Castro v Mutua Umivale: ECJ 19 Sep 2018

(Protection of The Safety and Health of Workers – Worker Who Is Breastfeeding – Night Work – Judgment) Reference for a preliminary ruling – Directive 92/85/EEC – Articles 4, 5 and 7 – Protection of the safety and health of workers – Worker who is breastfeeding – Night work – Shift work performed in part at night – Risk assessment of her work – Prevention measures – Challenge by the worker concerned – Directive 2006/54/EC – Article 19 – Equal treatment – Discrimination on grounds of sex – Burden of proof

Citations:

C-41/17, [2018] EUECJ C-41/17

Links:

Bailii

Jurisdiction:

European

Discrimination

Updated: 27 April 2022; Ref: scu.622614

Nairn and Others v St Andrews and Edinburgh Universities’ University Courts and Others: HL 10 Dec 1908

On a consideration of the statutes dealing with the franchise for universities, that women graduates of a Scottish university are not entitled to vote at the election of a Member of Parliament for the university, and, not being voters, are not entitled to receive voting papers from the registrar of the university.

Judges:

Lord Chancellor (Loreburn), Lord Ashbourne, Lord Robertson, and Lord Collins

Citations:

[1908] UKHL 132, 46 SLR 132

Links:

Bailii

Jurisdiction:

Scotland

Elections, Education, Discrimination

Updated: 26 April 2022; Ref: scu.621531

The Pharmaceutical Services Negotiating Committee and Another, Regina (on The Application of) v The Secretary of State for Health: CA 23 Aug 2018

Judges:

Irwin, Hickinbottom LJJ, Sir Jack Beatson

Citations:

[2018] EWCA Civ 1925, [2018] WLR(D) 556

Links:

Bailii, WLRD

Statutes:

National Health Service Act 2006 1 1C, Equality Act 2010 149(1)

Jurisdiction:

England and Wales

Health Professions, Discrimination

Updated: 26 April 2022; Ref: scu.621537

Hall, Regina (on The Application of) v Secretary of State for Justice: Admn 27 Jul 2018

The claimant prisoner said that the defendant had failed to make reasonable adjustments as required under the 2010 Act for his disability of autism.

Judges:

Moulder J

Citations:

[2018] EWHC 1905 (Admin)

Links:

Bailii

Jurisdiction:

England and Wales

Prisons, Discrimination

Updated: 25 April 2022; Ref: scu.620645

Percy v Church of Scotland Board of National Mission: HL 15 Dec 2005

The claimant appealed after her claim for sex discrimination had failed. She had been dismissed from her position an associate minister of the church. The court had found that it had no jurisdiction, saying that her appointment was not an employment. However the jurisdiction in sex discrimination cases was wider, extending to those who ‘contract personally to execute any work or labour.’
Held: Her claim should proceed. The central test was the intention to create legal relations. ‘Without more, the nature of the mutual obligations, their breadth and looseness, and the circumstances in which they were undertaken, point away from a legally-binding relationship.’ but ‘The offer and acceptance of a church post for a specific period, with specific provision for the appointee’s duties and remuneration and travelling expenses and holidays and accommodation, ‘ pointed to a contract.
In matters purely spiritual, the Church is to have exclusive jurisdiction, but ‘A sex discrimination claim would not be regarded as a spiritual matter even though it is based on the way the church authorities are alleged to have exercised their disciplinary jurisdiction. The reason why a sex discrimination claim would not be so regarded is that the foundation of the claim is a contract which, viewed objectively, the parties intended should create a legally-binding relationship. The rights and obligations created by such a contract are, of their nature, not spiritual matters. They are matters of a civil nature as envisaged by section 3. In respect of such matters the jurisdiction of the civil courts remains untouched.
‘It is a fundamental rule of sex discrimination law that it is not possible to contract out of it. ‘
Lady Hale referred to Perceval-Price and said: ‘I have quoted those words . . because they illustrate how the essential distinction is, as Harvey says, between the employed and the self-employed. The fact that the worker has very considerable freedom and independence in how she performs the duties of her office does not take her outside the definition. Judges are servants of the law, in the sense that the law governs all that they do and decide, just as clergy are servants of God, in the sense that God’s word, as interpreted in the doctrine of their faith, governs all that they practise, preach and teach. This does not mean that they cannot be ‘workers’ or in the ’employment’ of those who decide how their ministry should be put to the service of the Church.’

Judges:

Lord Nicholls of Birkenhead, Lord Hoffmann, Lord Hope of Craighead, Lord Scott of Foscote, Baroness Hale of Richmond

Citations:

Times 16-Dec-2005, [2005] UKHL 73, [2006] 2 WLR 353, [2006] ICR 134, [2006] IRLR 195, [2006] 2 AC 28, 2006 SLT 11, [2006] 4 All ER 1354

Links:

House of Lords, Bailii

Statutes:

Sex Discrimination Act 1975 82(1), Church of Scotland Act 1921, Equal Treatment Directive (Council Directive 76/207/EEC

Jurisdiction:

Scotland

Citing:

CitedRe National Insurance Act 1911: Re Employment of Church of England Curates 1912
A curate in the Church of England was not employed under a ‘contract of service’ within Part I(a): ‘The position of a curate is the position of a person who holds an ecclesiastical office, and not the position of a person whose rights and duties are . .
CitedScottish Insurance Commissioners v Church of Scotland SCS 1914
Assistants to ministers, (not associate ministers), of the Church of Scotland are not employed by the Church under contracts of employment. The ‘control’ test was to be used in identifying a contract of employment. An assistant to a minister was not . .
CitedPresident of the Methodist Conference v Parfitt CA 1-Oct-1983
The claimant sought to assert that he as a minister of the Methodist Church who had been received into full connection had a contract of employment with the church. Having that contract, he said hat he had been unfairly dismissed.
Held: A . .
CitedDavies v Presbyterian Church of Wales HL 1986
A minister of the Presbyterian Church of Wales who had been inducted pastor of a united pastorate in Wales claimed unfair dismissal.
Held: If the existence or otherwise of the relationship of employer and employee is dependent solely upon the . .
CitedPresident of the Methodist Conference v Parfitt CA 1-Oct-1983
The claimant sought to assert that he as a minister of the Methodist Church who had been received into full connection had a contract of employment with the church. Having that contract, he said hat he had been unfairly dismissed.
Held: A . .
Appeal fromHelen Percy v An Order and Judgment of the Employment Appeal Tribunal Dated 22 March 1999 SCS 20-Mar-2001
Mrs Percy was a minister in the church. She appealed rejection of her claim for unfair dismissal and sex discrimination.
Held: the court considered whether Ms Percy was employed by the Board of National Mission in terms of a ‘contract . .
CitedMcMillan v Guest HL 1942
The House considered whether the taxpayer held a public office.
Held: Lord Wright: The word ‘office’ as applied in an employment law context is of indefinite content. Lord Atkin said: ‘Without adopting the sentence as a complete definition one . .
Cited102 Social Club and Institute Ltd v Bickerton 1977
Philips J set out the consequences of the 1971 Act: ‘Before 1971 there was perhaps a tendency to find in contracts of employment elements of a public character which would enable the court to extend to the employee the protection flowing from ‘the . .
CitedBarthope v Exeter Diocesan Board of Finance EAT 1979
A stipendiary lay reader claimed for unfair dismissal. The respondent denied there was any contract of service.
Held: The Tribunal rejected a submission that the claimant was an office holder and, as such, that it followed he was not employed . .
CitedMiles v Wakefield Metropolitan District Council HL 1987
The claimant was a superintendent registrar of Births Deaths and Marriages. His union instructed him not to conduct weddings on Saturdays. He had been told that if he failed to perform his full range of duties on a Saturday (including marriages), he . .
CitedReverend Doctor A B Coker v Diocese of Southwark; Bishop of Southwark and Diocesan Board of Finance CA 11-Jul-1997
A Church of England Assistant Curate is not an employee, but rather a holder of an ecclesiastical office. There is a presumption that ministers of religion were office-holders who did not serve under a contract of employment. Accordingly he is not . .
CitedJohnson v Ryan and others EAT 29-Nov-1999
A rent officer claimed unfair dismissal. The respondent said that being appointed under a statutory authority she was not an employee entitled to protection.
Held: The defence failed: ‘The question that the [employment] tribunal should have . .
CitedLogan v Presbytery of Dumbarton (Scotland) OHCS 23-May-1995
Civil courts have no power to review acts of Church of Scotland in the exercise of its disciplinary powers in spriitual matters. . .
CitedHastie v McMurtrie 1889
The pursuer had been appointed a foreign missionary of the Church of Scotland in India.
Held: He had not been appointed to an office in the church but had an ordinary contract of service which was terminable by notice in the usual way. . .
CitedDepartment of the Environment v Fox 1980
A rent officer, although holding a statutory office and not in employment, came within section 85(2)(b) because she performed services on behalf of the Crown for the purposes of a statutory body, namely a rent assessment committee. . .
CitedDale v Inland Revenue Commissioners HL 1954
Payments to trustees, which a testator had directed should be paid from a charitable trust for their work as trustees, were held to be earned income. The Revenue had contended that they were investment income because it was repugnant to the nature . .
CitedDeborah Lawrie-Blum v Land Baden-Wuerttemberg ECJ 3-Jul-1986
The Equal Treatment Directive is concerned with ‘workers’ which is a term of art in Community law: ‘That concept must be defined in accordance with objective criteria which distinguish the employment relationship by reference to the rights and . .
CitedMarleasing SA v La Comercial Internacional de Alimentacion SA ECJ 13-Nov-1990
Sympathetic construction of national legislation
LMA OVIEDO sought a declaration that the contracts setting up Commercial International were void (a nullity) since they had been drawn up in order to defraud creditors. Commercial International relied on an EC . .
CitedForbes v Eden 1865
A clergyman complained of a change in the doctrinal standards of the church.
Held: Since the matter concerned an eccliastical issue and not that he had been deprived of his status as a minister, the court could not intervene. Lord . .
CitedMcMillan v Free Church of Scotland 1861
A clergyman complained of the loss of his benefice.
Held: A patrimonial interest was involved and that the court would protect it. While the court might not have the power to restore the pursuer to the ministry, it did not follow that he was . .
CitedStewart v Kennedy HL 10-Mar-1890
As a general rule of Scottish law, extrinsic evidence of the parties’ intention as to whether or not they intended to be bound by obligations which they have entered into in writing is inadmissible. There may however be exceptional cases.
For . .
MentionedForbes v Eden HL 1867
Decision affirmed . .
CitedSkerret v Oliver 1896
The pursuer had been suspended from his office as a licentiate of the United Presbyterian Church for having met and walked privately with a young female member of the congregation.
Held: Lord McLaren said that the governing bodies of voluntary . .
CitedMirror Group Newspapers v Gunning CA 1985
The claimant sought to have transferred to her, her father’s agency for the wholesale distribution of Sunday newspapers. The claimant alleging sex discrimination after being refused. The company said that she was not an employee within the 1975 Act. . .
CitedLegal Services Commission v Yvonne Patterson CA 11-Nov-2003
The claimant worked as a sole practitioner solicitor. The firm failed the first part of its franchise assessment. She sought to allege race discrimination. The EAT rejected the complaint on the basis that she was not an employee.
Held: The . .
CitedMingeley v Pennock and Another (T/A Amber Cars) CA 9-Feb-2004
The claimant taxi driver sought to assert race discrimination. The respondent argued that he had not been an employee, but an independent contractor. The Claimant owned his own vehicle and paid the respondents minicab operators pounds 75 per week . .
CitedAlabaster v Barclays Bank Plc and Another CA 3-May-2005
The claimant sought increased maternity pay. Before beginning her maternity leave she had been awarded a pay increase, but it was not backdated so as to affect the period upon which the calculation of her average pay was based. The court made a . .
CitedM H Marshall v Southampton And South West Hampshire Area Health Authority (Teaching) ECJ 26-Feb-1986
ECJ The court considered the measure of compensation in a successful claim for sex discrimination arising from the health authority’s provision of an earlier compulsory retirement age for women compared with that . .
CitedFletcher, Parkes, Wilkinson v NHS Pensions Agency/Student Grants Unit the Secretary of State for Health EAT 3-Jun-2005
EAT An appeal from the dismissal of their sex discrimination claim by trainee midwives in the NHS, from whom the facility of a bursary was withdrawn during authorised absence from their training for a specified . .
CitedAllonby v Accrington and Rossendale College for Education and Employment ECJ 13-Jan-2004
ECJ Principle of equal pay for men and women – Direct effect – Meaning of worker – Self-employed female lecturer undertaking work presumed to be of equal value to that which is undertaken in the same college by . .
CitedCoote v Granada Hospitality Ltd ECJ 22-Sep-1998
coote_granadaECJ1998
The employer had refused to provide a reference after the claimant had left the company after making a sex discrimination claim. She said this was victimisation.
Held: The state has a duty to protect workers against retaliation after . .
CitedWippel v Peek and Cloppenburg GmbH and Co. KG ECJ 12-Oct-2004
ECJ Opinion – Directive 97/81/EC – Directive 76/207/EEC – Social policy – Equal treatment as between part-time and full-time workers – Equal treatment as between male and female workers – Working hours and . .
CitedKalanke v Freie Hansestadt Bremen ECJ 17-Oct-1995
An automatic preference of women ceteris paribus was discriminatory and unlawful. Any derogation from article 2.4 must be interpreted strictly. . .
CitedHugh-Jones v St John’s College, Cambridge 1979
An office holder can agree to execute work or labour without becoming an employee. . .
CitedWebb v EMO Air Cargo (UK) Ltd (No 1) HL 3-Mar-1993
Questions on pregnancy dismissals included unavailability at required time. The correct comparison under the Act of 1975 was between the pregnant woman and: ‘a hypothetical man who would also be unavailable at the critical time. The relevant . .
CitedTrussed Steel Concrete Ltd v Green 1946
A company director required to work full time for the company in return for a salary may be an employee: ‘… the question I have to consider is . . whether a managing director serving under a contract such as that by which Mr Green is bound is a . .
AppliedPerceval-Price, and others v Department of Economic Development etc CANI 12-Apr-2000
A full-time a full-time chairman of industrial tribunals, a full time chairman of social security appeal tribunals, and a social security commissioner are workers within the meaning of the European legislation, even though, by domestic legislation . .
CitedMalloch v Aberdeen Corporation HL 1971
A common law action for wrongful dismissal can at most yield compensation measured by reference to the salary that should have been paid during the contractual period of notice. Lord Reid said: ‘At common law a master is not bound to hear his . .
CitedRidge v Baldwin (No 1) HL 14-Mar-1963
No Condemnation Without Opportunity For Defence
Ridge, a Chief Constable, had been wrongfully dismissed without being given the opportunity of presenting his defence. He had been acquitted of the charges brought against him, but the judge at trial had made adverse comments about his behaviour. He . .
CitedGreat Western Railway Co v Bater 1920
At common law, and office is ‘a subsisting, permanent, substantive position, which had an existence independently of the person who filled it, and which went on and was filled in succession by successive holders.’ . .

Cited by:

CitedO’Brien v Ministry of Justice SC 28-Jul-2010
The appellant had worked as a part time judge. He now said that he should be entitled to a judicial pension on retirement by means of the Framework Directive. The Regulations disapplied the provisions protecting part time workers for judicial office . .
CitedMoore v The President of The Methodist Conference EAT 15-Mar-2011
EAT JURISDICTIONAL POINTS – Worker, employee or neither
Claimant, a Methodist minister, brought proceedings for unfair dismissal – Tribunal held that it was bound by President of Methodist Church Conference . .
CitedJivraj v Hashwani SC 27-Jul-2011
The parties had a joint venture agreement which provided that any dispute was to be referred to an arbitrator from the Ismaili community. The claimant said that this method of appointment became void as a discriminatory provision under the 2003 . .
CitedThe New Testament Church of God v Reverend Stewart CA 19-Oct-2007
The appellant appealed a finding that the respondent had been its employee, saying he was a minister of religion.
Held: The judge had been entitled to find an intention to create legal relations, and therefore that the claimant was an . .
CitedSingh v The Members of The Management Committe of The Bristol Sikh Temple and Others EAT 14-Feb-2012
EAT WORKING TIME REGULATIONS – Worker
NATIONAL MINIMUM WAGE ACT – Worker
The issue was whether the Priest at a Sikh Temple was a ‘worker’ within section 54(3)(b) of the National Minimum Wage Act 1998. . .
CitedO’Brien v Ministry of Justice SC 6-Feb-2013
The appellant, a part time recorder challenged his exclusion from pension arrangements.
Held: The appeal was allowed. No objective justification has been shown for departing from the basic principle of remunerating part-timers pro rata . .
AppliedMethodist Conference v Preston SC 15-May-2013
Minister was not an employee
The claimant asserted unfair dismissal. The Conference said that as an ordained minister she was not an employee, and was outwith the jurisdiction of such a claim.
Held: The Conference’s appeal succeeded (Baroness Hale dissenting). The essence . .
CitedKhaira and Others v Shergill and Others CA 17-Jul-2012
The parties disputed the trusteeship and governance of two Gurdwaras (Sikh temples). The defendants now applied for the claim to be struck out on the basis that the differences were as to Sikh doctrines and practice and as such were unjusticiable. . .
CitedSharpe v The Bishop of Worcester CA 30-Apr-2015
Reverend Sharpe applied for the post of Rector of Teme Valley South. The right to present (or nominate) a member of the clergy to this living was vested in Mr and Mrs Miles but a person could not be nominated without the Bishop’s approval, which was . .
CitedPimlico Plumbers Ltd and Another v Smith SC 13-Jun-2018
The parties disputed whether Mr Smith had been an employee of or worker with the company so as to bring associated rights into play. The contract required the worker to provide an alternate worker to cover if necessary.
Held: The company’s . .
CitedGilham v Ministry of Justice SC 16-Oct-2019
The Court was asked whether a district judge qualifies as a ‘worker’ for the purpose of the protection given to whistle-blowers under Part IVA of the 1996 Act, and if not then was the absence of protection an infringement of her human rights.
Lists of cited by and citing cases may be incomplete.

Discrimination, Employment, Ecclesiastical

Leading Case

Updated: 25 April 2022; Ref: scu.236382

Reading Borough Council v James and Others: EAT 7 Jun 2018

This appeal raises a short point of law concerning the temporal scope of a pay comparison in proceedings based on equal pay for work of equal value brought under the Equal Pay Act 1970.

The Claimants sought arrears of pay dating back to 2002, comparing themselves with two comparators in post from that time and found to be doing work of equal value to the women. With effect from 6 April 2006 Mr Coleman was promoted to a different role; and with effect from 1 May 2011 Mr Peever’s role was assimilated onto a Single Status Scheme at a lower rate of pay. There were other male highways operatives who remained employed and were available as comparators for equal pay purposes. The Respondent argued that the Claimants could not compare themselves with Mr Coleman for the purposes of calculating their arrears claims from 6 April 2006 onwards, or Mr Peever from 1 May 2011. The ET rejected those contentions; and the Claimants’ losses were assessed by reference to Mr Coleman’s pay from 6 April 2006, frozen as at 5 April 2006; and Mr Peever’s pay at a level frozen prior to assimilation.
The Respondent appealed. It accepted that where a comparator is in post during the whole period of comparison then the sex equality clause operates with respect to that individual, but argued the position is different if he leaves during the comparison period, and other potential comparators remain because he is no longer an individual who ‘is employed’ on work of equal value (see s.1(2)(c) Equal Pay Act 1970). The reasoning in Sorbie v Trust House Forte Hotels Ltd [1977] ICR 55 and Sodexo Ltd v Gutridge [2009] ICR 70 (EAT) could be distinguished. A statutory modification occurred by reason of the continued employment of actual but different male highways operatives who were available as comparators.
The appeal failed and was dismissed:
(i) There is no temporal limitation or other provision in the Equal Pay Act that restricts the continued implication of the equalised term in any way.
(ii) Once the necessary conditions are satisfied a presumption that there is an equality clause to be read into the contract arises and the less favourable term of the woman’s contract is treated as modified so as not to be less favourable. In other words, the implied contractual right to pay at the higher rate referable to Mr Coleman and/or Mr Peever crystallised in 2002 and has and will continue until the women’s contracts are validly varied or terminated.
(iii) No operative variation occurred (bringing an end to the equality clause modification based on these comparators’ earnings) because a different (albeit potentially valid) comparator continued in post while the chosen comparator did not. On Mr Coleman’s promotion, the necessary conditions for the automatic operation of an implied equality clause in the Claimants’ contracts based on the other male highway operatives cannot have been satisfied because no term in the Claimants’ contracts was less favourable than the terms of the other male highways operatives’ contracts. It was the other way around: the Claimants already had statutorily implied contractual rights to higher pay by 2006 when Mr Coleman was promoted.
(iv) The argument is unsupported by authority. It is inconsistent with Sorbie and Sodexo: once contractual rights to equal pay crystallise, those rights continue until lawfully varied or terminated. The focus is on lawful changes to the women’s contracts and not on the fortuitous continued presence or otherwise of the chosen comparator in the same role.

Citations:

[2018] UKEAT 0222 – 17 – 0706

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618922

Serco Leisure Operating Ltd v Lau: EAT 3 Apr 2018

EAT SEX DISCRIMINATION – Pregnancy and discrimination

SEX DISCRIMINATION – Burden of proof
Pregnancy discrimination – section 18 Equality Act 2010
Burden of proof – section 136 Equality Act 2010
The Claimant had notified the Respondent of her pregnancy shortly before a management restructure was announced that put her position at risk of redundancy. The manager responsible for the restructure had failed to notify HR of the Claimant’s pregnancy or to take other required steps, such as the carrying out of a risk assessment but this, the ET concluded, was simply due to her lack of experience in this regard; more generally, the ET was satisfied the restructure was for entirely proper reasons, unrelated to the Claimant’s pregnancy. The Claimant applied for one of the alternative positions in the new structure but was unsuccessful; this selection process, the ET accepted, had been fair but was based on performance on the day and the Claimant had the poorest score. There were two other (lower grade) supervisor positions, which the Claimant also applied for but then left on pregnancy-related sick leave and was unable to attend for further interview. The Respondent decided to use the scores for the previous selection process, which meant the Claimant failed as she had the lowest score; having not succeeded in obtaining one of the remaining positions, the Claimant was selected for redundancy and duly dismissed.
On the Claimant’s claims of automatic unfair dismissal and pregnancy discrimination, the ET concluded that her pregnancy had not been the principal reason for her dismissal and thus she had not been automatically dismissed for the purposes of section 99 Employment Rights Act 1996, but (applying the different test under section 18 Equality Act 2010) she had suffered unfavourable treatment because of her pregnancy as this had materially influenced the decision to use a method of selection for the supervisor positions, which had been an effective cause of her dismissal. The Respondent appealed against the ET’s decision on the section 18 claim.
Held: allowing the appeal.
The ET’s finding that the burden of proof had shifted for the purposes of section 136(2) Equality Act 2010 was inadequately explained, such that the Respondent could not understand why it had lost on this point, the ET seemingly referring to matters it had already discounted as justifying any inference of discrimination. As for the ET’s approach to the Respondent’s explanation (assuming, in the alternative, that the ET had permissibly concluded the burden had shifted), its findings as to what would have been fair were insufficient to justify the conclusion reached and its approach elided context and reason. Further, to the extent the ET had identified matters that might have suggested a motivation (whether conscious or subconscious) other than that relied on by the Respondent, there was no obvious correlation with the Claimant’s pregnancy (a desire to retain the existing supervisors in post, for example, would still suggest a reason unrelated to the Claimant’s pregnancy even if not a reason the Respondent had been prepared to admit).

Citations:

[2018] UKEAT 0120 – 17 – 0304

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618917

Ali v Torrosian and Others (T/A Bedford Hill Family Practice): EAT 2 May 2018

DISABILITY DISCRIMINATION – Section 15
Discrimination due to unfavourable treatment because of something arising in consequence of disability – proportionate means of achieving a legitimate aim – section 15 Equality Act 2010
The Claimant was a doctor employed by the four partners of a small GP’s practice. Having been signed off work on long-term sickness absence after suffering a heart attack, he was a disabled person for the purposes of the Equality Act 2010 (‘the EqA’) by reason of his on-going heart condition. Medical advice supported the Claimant’s contention that he could return to work on a phased, part-time basis; the Respondents, however, decided he should be dismissed. On the Claimant’s complaints of unfair dismissal and disability discrimination under section 15 EqA, the ET found his dismissal was procedurally unfair because the Respondents – who could have employed him in a part-time capacity – had not obtained an up-dated medical report about his fitness to return or discussed the possibility of part-time working. As for his disability discrimination claim, while the Claimant’s dismissal was unfavourable treatment, it had been a proportionate means of achieving a legitimate aim. The Claimant appealed against the rejection of his section 15 EqA claim.
Held: allowing the appeal
The ET’s reasoning on the question of proportionality did not include any consideration of the possibility of part-time working as an alternative and less discriminatory means of achieving the Respondents’ legitimate aim (of providing the best possible patient care). The ET had only considered the issue of part-time working in respect of the Claimant’s unfair dismissal claim, when the ET recorded that the Respondents had accepted this had been a possibility. This had thus been a relevant factor that the ET had failed to take into account when determining the Claimant’s complaint under section 15 EqA; that rendered its decision on that claim unsafe.

Citations:

[2018] UKEAT 0029 – 18 – 0205

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618919

DL Insurance Services Ltd v O”Connor: EAT 23 Feb 2018

DISABILITY DISCRIMINATION – Justification
DISABILITY DISCRIMINATION – Burden of proof
The Respondent employer appealed against a decision of the Employment Tribunal (‘ET’) that the Respondent has discriminated against the Claimant on grounds of her disability, contrary to section 15 of the Equality Act 2010.
The Employment Appeal Tribunal (‘EAT’) dismissed the appeal. The EAT held that the ET had been entitled to decide that the Respondent had not justified giving the Claimant a written warning for her sickness absences. It dismissed arguments that the ET had focussed too much on process in its reasoning about justification, and held that the ET’s reasons for its decision were adequate.

Citations:

[2018] UKEAT 0230 – 17 – 2302

Links:

Bailii

Statutes:

Equality Act 2010 15

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618911

Brown v Colt Technology Services Ltd: EAT 4 Jun 2018

DISABILITY DISCRIMINATION – Compensation
The Claimant, who continues to be employed by the Respondent, succeeded in certain claims of harassment and discrimination and in relation to certain failures to make reasonable adjustments. The decision of the Tribunal following a remedies hearing was appealed by the Respondent employer and was also the subject of an appeal and cross-appeal by the Claimant.
On the various issues for determination:
(1) The law on the insurance exception to the principle of deducting avoided loss in the calculation of damages is as set out by the Court of Appeal in Gaca v Pirelli General plc [2004] 1 WLR 2683. There was evidence before the Tribunal that was sufficient to support a conclusion that the Claimant had contributed indirectly to the PHI policy taken out by the employer and the decision to deduct from loss of earnings only 50% of the payments he had received should not be interfered with;
(2) In adding to the Claimant’s award sums representing the redundancy and notice payments the Claimant would have received had he been able to work and subject to redundancy in 2013, the Tribunal had erred by failing to take into account that these were sums that the Claimant has not lost and may still be entitled to. To that extent the Claimant’s condition had resulted in his avoiding the loss for which the Tribunal had sought to compensate him and the appeal would be allowed to the extent of deducting those sums from the overall award;
(3) The Tribunal had erred in finding that the Claimant’s receipt of PHI payments would cease for reasons other than his ability to work, but that finding could be deleted while leaving standing the Tribunal’s general conclusions on his ability to recover and return to work;
(4) The Tribunal had been entitled on the available evidence to reach the conclusions it did on the anticipated period of the Claimant’s recovery, the level of his future earnings and to take account of the risk of relapse as part of the exercise of making a broad estimate in relation to those matters; but
(5) The Tribunal had erred in approaching apportionment by reference to the division of events into those caused by the Respondent’s discriminatory acts and those that were not so caused rather than by looking at the Claimant’s condition and assessing whether it was divisible and if so how much of the harm suffered had been caused by the Respondent’s discriminatory acts. The correct approach having been confirmed by the Court of Appeal in BAE Systems (Operations) Ltd v Konczak [2017] EWCA Civ 1188, the matter would be remitted back to the Tribunal for assessment of the issue of apportionment using the correct approach.
Appeal and cross-appeal both allowed in part.

Judges:

Wise L

Citations:

[2018] UKEAT 0023 – 17 – 0406

Links:

Bailii

Jurisdiction:

England and Wales

Discrimination, Damages

Updated: 22 April 2022; Ref: scu.616895

Mbubaegbu v Homerton University Hospital NHS Foundation Trust: EAT 18 May 2018

Admissibility of Evidence
PRACTICE AND PROCEDURE – Review
CONTRACT OF EMPLOYMENT – Wrongful dismissal
UNFAIR DISMISSAL – Reasonableness of dismissal
RACE DISCRIMINATION – Direct
RACE DISCRIMINATION – Inferring discrimination
RACE DISCRIMINATION – Burden of proof
The Tribunal did not err in determining that the dismissal of a Black African Consultant for a first offence was not unfair. The Respondent’s reliance upon a pattern of conduct giving rise to concerns about patient safety as a sufficient reason to dismiss was within the range of reasonable responses notwithstanding the fact that there was no single act that could be said to amount to gross misconduct.
However, the Tribunal did err in concluding that the dismissal was not wrongful as it had failed to make the necessary findings of fact for itself to establish that the Claimant’s conduct amounted to a repudiatory breach.
There was no error in concluding that the Claimant had not been discriminated against. The Tribunal’s approach to the evidentiary matters relied upon as giving rise to an inference of discrimination was not ‘fragmentary’ as is apparent from a fair reading of the whole judgment.
The decision not to reconsider its judgment in the light of new evidence from the GMC that no action should be taken against the Claimant was not perverse. The Tribunal was required to consider different matters from those which concerned the GMC and the latter’s conclusions were unlikely to have had a material influence on the outcome.

Citations:

[2018] UKEAT 0218 – 17 – 1805

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 22 April 2022; Ref: scu.616892

Bakkali v Greater Manchester Buses (South) Ltd (T/A Stage Coach Manchester): EAT 10 May 2018

Harassment – Purpose – Religion or Belief Discrimination – Where the same facts are relied upon for a claim of direct discrimination on grounds of religious belief or race and a claim of harassment for conduct related to those protected characteristics, an Employment Tribunal does not err in determining the harassment claim if they rely on their findings of fact on the direct discrimination claim provided they apply the correct ‘related to’ test required by Equality Act 2010 section 26. No evidence from the alleged perpetrator as to why he uttered offending words is required although an adverse inference may be drawn from his not giving evidence. Findings of fact on the context in which the words were spoken is relevant. Richmond Pharmacology v Dhaliwal [2009] ICR 724 considered. The Employment Tribunal did not err in the test for harassment which they applied. Although a different Employment Tribunal may have come to a different conclusion, they did not err in law. Appeal dismissed.

Citations:

[2018] UKEAT 0176 – 17 – 1005

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 22 April 2022; Ref: scu.616890

Carson and Others v The United Kingdom: ECHR 16 Mar 2010

(Grand Chamber) The court ruled admissible claims against the United Kingdom by 13 persons entitled to British State pensions for violation of article 14 of the Convention in combination with article 1 of the First Protocol. All the claimants had earned pensions by working in Britain, but had emigrated to South Africa, Australia or Canada on retirement. They were all British nationals, though one remained an Australian national. Each claimed discrimination in that their pensions were not linked to United Kingdom inflation, in contrast to the position of pensioners who had remained resident within the United Kingdom. They claimed that the rule violated article 14 taken in conjunction with article 1 of Protocol 1 to the Convention. The Grand Chamber concluded ‘that place of residence constitutes an aspect of personal status for the purposes of article 14’ but, in the event, it proceeded to reject the applications.
‘In order for an issue to arise under article 14 there must be a difference in the treatment of persons in analogous, or relevantly similar, situations. Such a difference of treatment is discriminatory if it has no objective and reasonable justification; in other words, if it does not pursue a legitimate aim or if there is not a reasonable relationship of proportionality between the means employed and the aim sought to be realised.’
and: ‘as with all complaints of alleged discrimination in a welfare or pensions system, it is concerned with the compatibility with article 14 of the system, not with the individual facts or circumstances of the particular applicants or of others who are or might be affected by the legislation. Much is made in the applicants’ submissions and in those of the third-party intervener of the extreme financial hardship which may result from the policy . . However, the court is not in a position to make an assessment of the effects, if any, on the many thousands in the same position as the applicants and nor should it try to do so. Any welfare system, to be workable, may have to use broad categorisations to distinguish between different groups in need . . the court’s role is to determine the question of principle, namely whether the legislation as such unlawfully discriminates between persons who are in an analogous situation.’

Citations:

[2010] ECHR 338, 42184/05, (2010) 51 EHRR 13, 29 BHRC 22

Links:

Bailii

Statutes:

European Convention on Human Rights 14

Jurisdiction:

Human Rights

Citing:

See AlsoCarson and Others v The United Kingdom ECHR 4-Nov-2008
(Grand Chamber) Pensioners who had moved abroad complained that they had been excluded from the index-linked uprating of pensions given to pensioners living in England.
Held: This was not an infringement of their human rights. Differences in . .
See AlsoCarson and Others v United Kingdom ECHR 2-Sep-2009
Press Release . .
See AlsoCarson v United Kingdom ECHR 2-Sep-2009
Press Release – Grand Chamber Hearing broadcast . .

Cited by:

CitedSmith, Regina (on The Application of) v Secretary of State for Defence and Oxfordshire Assistant Deputy Coroner (Equality and Human Rights Commission intervening) SC 30-Jun-2010
The deceased soldier died of heat exhaustion whilst on active service in Iraq. It was said that he was owed a duty under human rights laws, and that any coroner’s inquest should be a fuller one to satisfy the state’s duty under Article 2.
CitedHumphreys v Revenue and Customs SC 16-May-2012
Separated parents shared the care of their child. The father complained that all the Child Tax Credit was given to the mother.
Held: The appeal failed. Although the rule does happen to be indirectly discriminatory against fathers, the . .
CitedT and Another, Regina (on The Application of) v Secretary of State for The Home Department and Another SC 18-Jun-2014
T and JB, asserted that the reference in certificates issued by the state to cautions given to them violated their right to respect for their private life under article 8 of the Convention. T further claims that the obligation cast upon him to . .
CitedTigere, Regina (on The Application of) v Secretary of State for Business, Innovation and Skills SC 29-Jul-2015
After increasing university fees, the student loan system was part funded by the government. They introduced limits to the availability of such loans, and a student must have been lawfully ordinarily resident in the UK for three years before the day . .
CitedA and B, Regina (on The Application of) v Secretary of State for Health SC 14-Jun-2017
The court was asked: ‘Was it unlawful for the Secretary of State for Health, the respondent, who had power to make provisions for the functioning of the National Health Service in England, to have failed to make a provision which would have enabled . .
CitedCrowter and Others, Regina (On the Application Of) v Secretary of State for Health And Social Care Admn 23-Sep-2021
Foetus has no Established Human Rights
The Claimants sought a declaration that section 1(1)(d) of the Abortion Act 1967, as amended, is incompatible with the European Convention on Human Rights (‘ECHR’), as well as some other remedies. The claimant had Down’s Syndrome, and complained the . .
CitedDA and Others, Regina (on The Application of) v Secretary of State for Work and Pensions SC 15-May-2019
Several lone parents challenged the benefits cap, saying that it was discriminatory.
Held: (Hale, Kerr LL dissenting) The parents’ appeals failed. The legislation had a clear impact on lone parents and their children. The intention was to . .
CitedThe Department for Communities v Cox CANI 3-Aug-2021
The claimant suffered a life limiting condition, but not so that her death could be reasonably expected within six months. She complained that the resulting unavailability of PIP and UC without assessment was discriminatory as opposed to those who . .
Lists of cited by and citing cases may be incomplete.

Human Rights, Discrimination

Leading Case

Updated: 15 April 2022; Ref: scu.420210

Stec and Others v United Kingdom: ECHR 12 Apr 2006

(Grand Chamber) The claimants said that differences between the sexes in the payment of reduced earning allowances and retirement allowances were sex discrimination.
Held: The differences were not infringing sex discrimination. The differences arose from the differences in pensionable ages for men and women introduced in 1940 in order to help remedy severe social inequalities between men and womed. The difference in treatment was objectively justified. In 1995 Parliament had decided to remove the inequality slowly as the social inequalities also disappeared. That was a reasonable and objective justification for the continued differences.
‘The prohibition of discrimination in article 14 thus extends beyond the enjoyment of the rights and freedoms which the Convention and Protocols require each state to guarantee. It applies also to those additional rights, falling within the scope of any Convention article, for which the state has voluntarily decided to provide.’
The court summarised the application of article 14: ‘Article 14 complements the other substantive provisions of the Convention and the Protocols. It has no independent existence since it has effect solely in relation to ‘the enjoyment of the rights and freedoms’ safeguarded by those provisions. . The application of Article 14 does not necessarily presuppose the violation of one of the substantive rights guaranteed by the Convention. It is necessary but it is also sufficient for the facts of the case to fall ‘within the ambit’ of one or more of the Convention Articles.

The prohibition of discrimination in Article 14 thus extends beyond the enjoyment of the rights and freedoms which the Convention and Protocols require each State to guarantee. It applies also to those additional rights, falling within the general scope of any Convention article, for which the State has voluntarily decided to provide.’ and
‘A difference of treatment is, however, discriminatory if it has no objective and reasonable justification; in other words, if it does not pursue a legitimate aim or if there is not a reasonable relationship of proportionality between the means employed and the aim sought to be realised. The Contracting State enjoys a margin of appreciation in assessing whether and to what extent differences in otherwise similar situations justify a different treatment.’

Citations:

Times 26-May-2006, 65900/01, [2006] ECHR 393, 65731/01, (2006) 43 EHRR 47, [2006] ECHR 1162

Links:

Worldlii, Bailii, Bailii

Statutes:

European Convention on Human Rights 14

Jurisdiction:

Human Rights

Citing:

See AlsoStec and Others v United Kingdom ECHR 6-Jul-2005
. .

Cited by:

CitedClift, Regina (on the Application of) v Secretary of State for the Home Department HL 13-Dec-2006
The claimants were former serving prisoners who complained that the early release provisions discriminated against them unjustifiably. Each was subject to a deportation requirement, and said that in their cases the control on the time for their . .
CitedAL (Serbia) v Secretary of State for the Home Department; Rudi v Same HL 25-Jun-2008
Each claimant had arrived here with their parents, and stayed for several years. They were excluded from the scheme allowing families who had been here more than three years to stay here, because they had attained 18 and were no longer dependant on . .
CitedG, Regina (on the Application of) v Nottinghamshire Healthcare NHS Trust Admn 20-May-2008
The applicants were detained at Rampton. The form of detention denied the access to space in which they would be able to smoke cigarettes to comply with the law.
Held: The claim failed. The legislative objectives were sufficiently serious to . .
CitedCountryside Alliance and others, Regina (on the Application of) v Attorney General and Another HL 28-Nov-2007
The appellants said that the 2004 Act infringed their rights under articles 8 11 and 14 and Art 1 of protocol 1.
Held: Article 8 protected the right to private and family life. Its purpose was to protect individuals from unjustified intrusion . .
CitedCountryside Alliance and others, Regina (on the Application of) v Attorney General and Another HL 28-Nov-2007
The appellants said that the 2004 Act infringed their rights under articles 8 11 and 14 and Art 1 of protocol 1.
Held: Article 8 protected the right to private and family life. Its purpose was to protect individuals from unjustified intrusion . .
CitedRJM, Regina (on the Application of) v Secretary of State for Work and Pensions HL 22-Oct-2008
The 1987 Regulations provided additional benefits for disabled persons, but excluded from benefit those who had nowhere to sleep. The claimant said this was irrational. He had been receiving the disability premium to his benefits, but this was . .
CitedCarson and Others v The United Kingdom ECHR 4-Nov-2008
(Grand Chamber) Pensioners who had moved abroad complained that they had been excluded from the index-linked uprating of pensions given to pensioners living in England.
Held: This was not an infringement of their human rights. Differences in . .
CitedTomlinson and Others v Birmingham City Council SC 17-Feb-2010
The appellant asked whether the statutory review of a housing authority’s decision on whether he was intentionally homeless was a determination of a civil right, and if so whether the review was of the appropriate standard. The claimant said that . .
CitedHumphreys v Revenue and Customs SC 16-May-2012
Separated parents shared the care of their child. The father complained that all the Child Tax Credit was given to the mother.
Held: The appeal failed. Although the rule does happen to be indirectly discriminatory against fathers, the . .
CitedMathieson v Secretary of State for Work and Pensions SC 8-Jul-2015
The claimant a boy of three in receipt of disability living allowance (‘DLA’) challenged (through his parents) the withdrawal of that benefit whilst he was in hospital for a period of more than 12 weeks. He had since died.
Held: The appeal . .
CitedSG and Others, Regina (on The Application of) v Secretary of State for Work and Pensions SC 18-Mar-2015
The court was asked whether it was lawful for the Secretary of State to make subordinate legislation imposing a cap on the amount of welfare benefits which can be received by claimants in non-working households, equivalent to the net median earnings . .
CitedBrewster, Re Application for Judicial Review (Northern Ireland) SC 8-Feb-2017
Survivor of unmarried partner entitled to pension
The claimant appealed against the rejection of her claim to the survivor’s pension after the death of her longstanding partner, even though they had not been married. The rules said that she had to have been nominated by her partner, but he had not . .
CitedA and B, Regina (on The Application of) v Secretary of State for Health SC 14-Jun-2017
The court was asked: ‘Was it unlawful for the Secretary of State for Health, the respondent, who had power to make provisions for the functioning of the National Health Service in England, to have failed to make a provision which would have enabled . .
CitedHuman Rights Commission for Judicial Review (Northern Ireland : Abortion) SC 7-Jun-2018
The Commission challenged the compatibility of the NI law relating to banning nearly all abortions with Human Rights Law. It now challenged a decision that it did not have standing to bring the case.
Held: (Lady Hale, Lord Kerr and Lord Wilson . .
CitedMcLaughlin, Re Judicial Review SC 30-Aug-2018
The applicant a differently sexed couple sought to marry under the Civil Partnership Act 2004, but complained that they would lose the benefits of widowed parent’s allowance. Parliament had decided to delay such rules to allow assessment of reaction . .
CitedDA and Others, Regina (on The Application of) v Secretary of State for Work and Pensions SC 15-May-2019
Several lone parents challenged the benefits cap, saying that it was discriminatory.
Held: (Hale, Kerr LL dissenting) The parents’ appeals failed. The legislation had a clear impact on lone parents and their children. The intention was to . .
CitedThe Department for Communities v Cox CANI 3-Aug-2021
The claimant suffered a life limiting condition, but not so that her death could be reasonably expected within six months. She complained that the resulting unavailability of PIP and UC without assessment was discriminatory as opposed to those who . .
Lists of cited by and citing cases may be incomplete.

Taxes – Other, Discrimination, Human Rights

Updated: 15 April 2022; Ref: scu.242447

Castro v Mutua Umivale and Others: ECJ 26 Apr 2018

Social Policy – Protection of Safety and Health of Workers – Opinion – Social policy – Protection of safety and health of workers – Directive 92/85/EEC – Article 7 – whether ‘night work’ covers shift work where the worker concerned performs her duties during the night – Worker who is breastfeeding – Assessment of working conditions challenged by the worker concerned – Article 19(1) of Directive 2006/54/EC – Burden of proof – Equal treatment – Discrimination on grounds of sex

Citations:

ECLI:EU:C:2018:289, [2018] EUECJ C-41/17 – O

Links:

Bailii

Jurisdiction:

European

Health and Safety, Discrimination

Updated: 14 April 2022; Ref: scu.609310

City Hospitals Sunderland NHS Foundation Trust v Iwuchukwu and Another: EAT 26 Apr 2018

EAT Race Discrimination – Inferring Discrimination – JURISDICTIONAL POINTS – Extension of time: just and equitable
UNFAIR DISMISSAL – Reasonableness of dismissal
The Claimant was employed by the Trust as a consultant surgeon. He was the only black African consultant employed by the Trust.
After concerns were raised about his practice, he was restricted to non-clinical duties in September 2013 and the Royal College of Surgeons was invited to conduct a review of his practice; the reviewers reported in April 2014, making various adverse findings about his practice and a series of recommendations. After some delays, the Trust’s Medical Director took the view that a capability panel should be appointed; after further delays, a hearing took place in March 2015 and on 7 May 2015 the panel dismissed the Claimant for capability reasons.
Meanwhile in May/June and October 2014 the Claimant had raised grievances alleging that he was being discriminated against in relation to the capability concerns because of his race. The Trust considered that these grievances were brought as a way of delaying or derailing the capability procedure and said that they were ‘out of time’ and failed to deal with them under the Trust’s formal grievance procedure, although they were considered and rejected by the ‘case investigator’ appointed under the capability procedure.

The Claimant appealed against the dismissal but the Trust failed to arrange a hearing to take place within 25 days of the appeal as required by the capability procedure and the Claimant said he would not participate in the appeal.

The ET:

(1) found that the Claimant was discriminated against because of his race in relation to the failure to deal with his grievances under the formal grievance procedure;
(2) extended his time for bringing a claim for discrimination based on (1) under section 123(1)(b) of the Equality Act on the basis that it was ‘just and equitable’ to do so;
(3) found that the Claimant was unfairly dismissed because:
(a) in its conduct in the period from September 2013 to the panel’s decision (in particular its restriction of the Claimant to non-clinical duties in September 2013) the Trust had acted as no reasonable employer would have acted;
(b) that conduct was sufficient to taint the decision to dismiss and render it unfair;
(c) (although the panel had reached the view that the Claimant’s capability was impaired on reasonable grounds and there was no criticism of its procedure) the panel had given insufficient consideration to possible remediation or redeployment of the Claimant;
(d) the Trust’s failure to comply with the procedural timetable for the hearing of an appeal involved acting as no reasonable employer would have acted and denied the Claimant the opportunity to appeal against the dismissal decision.
The EAT allowed the Trust’s appeals against the findings of discrimination and unfair dismissal.

(1) The inference that the failure to deal with the grievances in accordance with the grievance procedure was race discrimination was based solely on the fact that the reason given at the time, i.e. that they were ‘out of time’, was not a sustainable reason; but the ET found that the Trust considered that the grievances were presented as an attempt by the Claimant to delay or derail the capability proceedings: this provided a complete explanation for the Trust’s conduct unrelated to the Claimant’s race and the inference of race discrimination was unsupportable and the claim should have been dismissed.
(2) It followed that the decision to extend the time for bringing the claim for race discrimination was no longer a relevant issue. On the point which was argued (namely whether it was ever open to the ET to extend time when the Claimant had presented no evidence as to why he had failed to present a claim in time) the apparent conflict in the EAT jurisprudence had now been resolved by the Court of Appeal in Abertawe Bro Morgannwg University Local Health Board v Morgan [2018] EWCA Civ 640, which makes it clear that, if a Claimant gives no evidence on that issue, the ET is not obliged to infer that there was no acceptable reason for the delay and that, even if there is no acceptable reason for the delay, that does not necessarily mean that time should not be extended.
(3) The finding of unfair dismissal involved errors of law in that
(a) the conclusion that the Trust’s conduct between September 2013 and the panel’s decision was sufficient to render the dismissal unfair without reference to the reasonableness of the decision or the circumstances applying when it was made focussed on the wrong question and involved an error of approach (see: McAdie v Royal Bank of Scotland [2007] EWCA Civ 806);
(b) when considering the decision to dismiss itself the ET did not focus properly on its reasonableness because they failed to engage with the reasons set out in the dismissal letter for rejecting the various possible alternatives to dismissal;
(c) the conclusion that the Trust’s failure to comply with the timetable for the hearing of the Claimant’s appeal was unfair and deprived the Claimant of the opportunity to appeal was perverse.

Judges:

Shanks HHJ

Citations:

[2018] UKEAT 0164 – 17 – 2604

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 13 April 2022; Ref: scu.609162

The Chief Constable of Norfolk v Coffey: EAT 19 Dec 2017

DISABILITY DISCRIMINATION – Direct disability discrimination
Perceived Discrimination
The Employment Tribunal did not err in law in finding that the Respondent (1) perceived the Claimant to be disabled and (2) treated her less favourably because of the protected characteristic of disability.

Judges:

David Richardson HHJ

Citations:

[2017] UKEAT 0260 – 16 – 1912, [2018] WLR(D) 75, [2018] ICR 812, [2018] IRLR 193

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

Appeal fromChief Constable of Norfolk v Coffey CA 21-Jun-2019
The claimant had a minor hearing impairment. It was not of itself sufficient to amount to a disability in law, but the appellant took her off front line duties because of it. The CC now appealed a finding that it had breached the 2010 Act, saying . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 13 April 2022; Ref: scu.601925

Burke v The College of Law and Another: CA 3 Feb 2012

Judges:

Laws, Tomlinson, Kitchin LJJ

Citations:

[2012] EWCA Civ 37

Links:

Bailii

Statutes:

Equality Act 2010

Jurisdiction:

England and Wales

Citing:

Appeal fromBurke v The College of Law and Another EAT 8-Mar-2011
DISABILITY DISCRIMINATION – Reasonable adjustments
The Claimant was disabled and requested additional adjustments relating to his taking the Legal Practice Course examinations in order to qualify as a solicitor. The particular adjustments were . .

Cited by:

CitedNwabueze v University of Law Ltd and Others CA 13-Nov-2020
No ET Jurisdiction for Non-employment claim
The claimant appealed against rejection of her claim for discrimination which she had brought in the Employment Tribunal rather than the County Court.
Held: The appeal failed: ‘if a body is a governing body of a university this displaces its . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 12 April 2022; Ref: scu.450547

Burke v The College of Law and Another: EAT 8 Mar 2011

DISABILITY DISCRIMINATION – Reasonable adjustments
The Claimant was disabled and requested additional adjustments relating to his taking the Legal Practice Course examinations in order to qualify as a solicitor. The particular adjustments were (a) extra time / beyond the 60% already given and (b) taking the exams at home. After the examinations he complained about the quality of the YMCA accommodation he had been provided with in Guildford to remove the stress and fatigue of travelling from his home in Brighton.
The EAT upheld the Employment Tribunal finding that the time requirement was a competency standard under s14A(5) of the SRA and as such there was no requirement to make a reasonable adjustment. In any event adequate reasonable adjustments had already been made. A submission as to the site requirement based on Meek was rejected as it was not argued before the ET.

Judges:

Birtles J

Citations:

[2011] UKEAT 0301 – 10 – 0803

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

Appeal fromBurke v The College of Law and Another CA 3-Feb-2012
. .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 12 April 2022; Ref: scu.430455

General Medical Council v Goba: EAT 1988

Citations:

[1988] ICR 885

Jurisdiction:

England and Wales

Cited by:

CitedAmnesty International v Ahmed EAT 13-Aug-2009
amnesty_ahmedEAT2009
EAT RACE DISCRIMINATION – Direct discrimination
RACE DISCRIMINATION – Indirect discrimination
RACE DISCRIMINATION – Protected by s. 41
UNFAIR DISMISSAL – Constructive dismissal
Claimant, of . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination

Updated: 12 April 2022; Ref: scu.374667

(Un-named) (Tax Credits): UTAA 4 Feb 2009

Judges:

Jacobs UTJ

Citations:

[2009] UKUT 24 (AAC), CTC/2608/2008

Links:

Bailii

Statutes:

Tax Credits Act 2002

Jurisdiction:

England and Wales

Cited by:

Appeal fromHumphreys v Revenue and Customs CA 11-Feb-2010
The court was asked as to entitlement to child tax credit where parents were separated but shared the care of the children.
Held: The discretion to be accorded to the legislature or executive is especially wide where the discrimination is . .
At Upper TribunalHumphreys v Revenue and Customs SC 16-May-2012
Separated parents shared the care of their child. The father complained that all the Child Tax Credit was given to the mother.
Held: The appeal failed. Although the rule does happen to be indirectly discriminatory against fathers, the . .
Lists of cited by and citing cases may be incomplete.

Benefits, Discrimination

Updated: 12 April 2022; Ref: scu.311967

Calder v James Findlay: EAT 1989

The EAT considered the denial of access to a female employee of a preferential mortgage subsidy scheme which favoured male employees.
Held: So long as the applicant remained in the employment of these employers there was a continuing discrimination against her. Browne-Wilkinson J said: ‘By constituting a scheme under the rules of which a female could not obtain the benefit of the mortgage subsidy in our judgment the employers were discriminating against the applicant in the way they afforded her access to the scheme. It follows, in our judgment, that so long as the applicant remained in the employment of these employers there was a continuing discrimination against her. Alternatively it could be said that so long as her employment continued, the employers were subjecting her to ‘any other detriment’ within section 6(2)(b). Once this conclusion is reached, in our judgment it follows that the case does fall within section 76(6)(b). The rule of the scheme constituted a discriminatory act extending over the period of her employment and is therefore to be treated as having been done at the end of her employment.’

Judges:

Browne-Wilkinson J

Citations:

[1989] ICR 157

Jurisdiction:

England and Wales

Cited by:

CitedCast v Croydon College CA 19-Mar-1998
Complaint was made within time limit when the decision complained of was a reconsideration of an earlier decision, not just a reference back to it.
Held: In a sex discrimination case, where there has been a constructive dismissal, time runs . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 12 April 2022; Ref: scu.282645

Secretary of State for Trade and Industry v Rutherford, Bentley, Harvest Town Circle Ltd (In Liquidation): EAT 22 May 2003

EAT Sex Discrimination – Indirect

Judges:

The Honourable Mr Justice Wall

Citations:

EAT/1029/02

Links:

EAT

Jurisdiction:

England and Wales

Citing:

See alsoHarvest Town Circle Ltd v Rutherford EAT 10-Jul-2001
In a case alleging indirect sex discrimination in the differing rules denying entitlement to redundancy payments for men over 65, the tribunal should be ready to look at a wide range of statistics. The test is whether the rule imposed some condition . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 12 April 2022; Ref: scu.256481

SPV v AM and Another: CA 27 Aug 1999

The respondent sought leave to appeal against a decision of the Employment Appeal Tribunal that he was an appropriate respondent to the claimant’s claim for sex discrimination. The claimant had been a police officer, and claimed she had been the subject of repeated and unwanted sexual advances from the respondent. He argued that only the Chief Constable was an appropriate defendant.
Held: A police officer against whom an allegation of discrimination was made was a proper respondent in addition to the Chief Constable. The case of Fara was of no assistance to him. The legislation clearly allowed that he might have responsibility.

Judges:

Lord Justice Schiemann

Citations:

[1999] EWCA Civ 2111

Statutes:

Discrimination Act 1975 6(2)(b) 41(1) 42 17(1)

Jurisdiction:

England and Wales

Citing:

CitedFarah v Commissioner of Police for Metropolis CA 9-Oct-1996
Individual officers, but not the police force itself are answerable in a race discrimination claim. The force is not vicariously liable for an individual officer’s acts. . .
Lists of cited by and citing cases may be incomplete.

Employment, Discrimination, Police

Updated: 12 April 2022; Ref: scu.147026

Dik v College Van Burgemeester En Wethouders: ECJ 8 Mar 1988

ECJ Directive 79/7 on the progressive implementation of the principle of equal treatment for men and women in matters of social security must be interpreted as meaning that it does not confer on the member states a discretion to include in national implementing measures a transitional provision which, in specifying the consequences of the repeal of a rule that discriminates against women in regard to the grant of a benefit, does so in such a way that the effects of that rule continue after the date of expiry of the period prescribed by the directive for compliance therewith by the member states.

Citations:

C-80/87

European, Benefits, Discrimination

Updated: 11 April 2022; Ref: scu.134196

Gisela Rummler v Dato-Druck: ECJ 1 Jul 1986

In general Directive 75/117 on the approximation of the laws of the member states relating to the application of the principle of equal pay for men and women does not prohibit the use, in a job classification system as referred to in the second paragraph of article 1, for the purpose of determining rates of pay, of the criterion of muscular demand or muscular effort or that of the heaviness of the work if, in view of the nature of the tasks involved, the work to be performed does require the use of a certain degree of physical strength, so long as the system as a whole, by taking into account other criteria, precludes any discrimination on grounds of sex. In particular, it follows from the directive that: (a) the criteria governing pay-rate classification must ensure that work which is objectively the same attracts the same rate of pay whether it is performed by a man or a woman; (b) the use of values reflecting the average performance of workers of one sex as a basis for determining the extent to which work makes demands or requires effort or whether it is heavy constitutes a form of discrimination on grounds of sex, contrary to the directive; (c) in order for a job classification system not to be discriminatory as a whole, it must, in so far as the nature of the tasks carried out in the undertaking permits, take into account criteria for which workers of each sex may show particular aptitude.

Citations:

[1987] ICR 774, C-237/85

Cited by:

CitedPickstone v Freemans Plc HL 30-Jun-1988
The claimant sought equal pay with other, male, warehouse operatives who were doing work of equal value but for more money. The Court of Appeal had held that since other men were also employed on the same terms both as to pay and work, her claim . .
Lists of cited by and citing cases may be incomplete.

European, Discrimination

Updated: 11 April 2022; Ref: scu.134165

Charles Lux v Court of Auditors of the European Communities: ECJ 13 Dec 1984

Europa 1. Officials – recruitment – appointment to the starting grade – exception authorized by the staff regulations – application by means of a general decision – discretionary power of the administration – limits – no discretion allowed (staff regulations of officials, arts. 5 (3) and 31 (2) (b)) 2.Measures adopted by the institutions – internal directive – rule of conduct indicating the practice to be followed – legal force as regards the administration (staff regulations of officials, art. 5 (3))

  1. Where an exception, authorized by the staff regulations, to the general rule governing appointments is introduced in the form of a general decision adopted within an institution, the principle that there should be no discrimination between officials in any one category at the time of their recruitment, laid down by the staff regulations, would be deprived of any legal significance if in such a case the appointing authority still had the same discretion as is conferred upon it to lay down exceptions to the aforementioned general rule.
  2. The court has held on numerous occasions that the principle of equality of treatment laid down by the staff regulations is of fundamental importance in the law relating to the employment of community officials. Thus, although an internal directive does not have the character of a rule of law which the administration is bound to observe, it nevertheless lays down a rule of conduct indicating the practice to be followed, from which the administration may not depart without giving the reasons which have led it to do so, since otherwise the aforesaid principle would be infringed.

Citations:

C-129/82

European, Discrimination, Employment

Updated: 11 April 2022; Ref: scu.133432

Wood and others v William Bell Ltd: EAT 8 Dec 1999

A tribunal having decided not to call for expert evidence as to the situation of comparators in an equal pay claim, dismissed the application after deciding that the appellants had no reasonable prospect of success. This was wrong, and it failed to recognise the two stages of the procedure, which should have later allowed the claimant themselves to choose to bring such evidence. The appellants had accordingly been denied a proper hearing, and the case was remitted.

Citations:

Gazette 08-Dec-1999, (1999) IRLR 773

Statutes:

Equal Pay Act 1970

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 10 April 2022; Ref: scu.90583

Sidhu v Aerospace Composite Technology Ltd: EAT 10 Nov 1999

An assault on a company sponsored day out could be within the course of employment. Exclusion by the employer of consideration that the assault might be racially motivated, was itself race-specific and discriminatory.

Citations:

Gazette 10-Nov-1999, (1999) IRLR 683

Statutes:

Race Relations Act 1976 32(1)

Citing:

Appealed toSidhu v Aerospace Composite Technology Ltd CA 26-May-2000
The claimant, a Sikh, had reacted to racial abuse on a works outing. A company policy, when considering an allegation of violence in the work place, of looking at the employee’s behaviour and ignoring provocation was not race specific. A person . .

Cited by:

Appeal fromSidhu v Aerospace Composite Technology Ltd CA 26-May-2000
The claimant, a Sikh, had reacted to racial abuse on a works outing. A company policy, when considering an allegation of violence in the work place, of looking at the employee’s behaviour and ignoring provocation was not race specific. A person . .
Lists of cited by and citing cases may be incomplete.

Discrimination

Updated: 10 April 2022; Ref: scu.89257

Regina v General Medical Council Ex Parte Virik: QBD 17 Feb 1995

the General Medical Council may not impose a higher standard on foreign doctors for qualification. Such a requirement is discriminatory.

Citations:

Times 17-Feb-1995, Ind Summary 01-May-1995

Cited by:

Appeal fromRegina v General Medical Council Ex Parte Virik CA 31-Oct-1995
On registering a foreign doctor there is no test for comparison with an EU doctor. . .
Lists of cited by and citing cases may be incomplete.

Discrimination, Health Professions

Updated: 09 April 2022; Ref: scu.86686