CF Capital Plc v Willoughby: CA 12 Oct 2011

Judges:

Laws, Hooper, Rimer LJJ

Citations:

[2011] EWCA Civ 1115, [2011] IRLR 985

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

CitedChelmsford College Corporation v Teal EAT 7-Feb-2012
EAT Jurisdictional Points : Continuity of Employment – Appeal on the issue of whether the claim was in time to bring a claim for unfair dismissal. The Employment Judge had wrongly held that what took place was a . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 20 September 2022; Ref: scu.445399

Jones v Corbin (T/A Boo): EAT 7 Sep 2011

EAT PRACTICE AND PROCEDURE – Bias, misconduct and procedural irregularity
The Employment Judge did not consult the members before refusing the Claimant’s application for an adjournment so she could read and give instructions on the Respondent’s witness statements produced on the day and in breach of the directions. There was evidence from one member that such a decision had been pre-determined. Magenta applied. The Respondent was debarred. Remitted to fresh Employment Tribunal. No order on the other grounds advanced albeit they had substance.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0504 – 10 – 0709

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444951

Shaw v B and W Group Ltd: EAT 25 Jan 2011

EAT Jurisdictional Points : 2002 Act and Pre-Action Requirements – Working outside the jurisdiction – A claim for breach of contract under the Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994 is within the scope of Regulation 15 of the Employment Act 2002 (Dispute Resolution) Regulations 2004 as the Order is listed in Schedule 3 to the Employment Act 2002. The Employment Tribunal (‘ET’) erred in holding that a breach of contract claim did not fall within Regulation 15. The Claimant had set out a written grievance complaining of breach of contract within three months of the effective date of termination of his employment. Time for presentation of the breach of contract complaint is to be extended for a further three months by application of Regulation 15. Claim remitted for hearing.
The ET did not err in holding that on the facts a written grievance about conduct said to constitute constructive dismissal was a grievance that the employer was contemplating dismissing the Claimant. The ET did not err in holding that the time for presentation of the Claimant’s claim for unfair dismissal was not extended by Regulation 15 since Regulation 6(5) applied. South Kent College v Hall UKEAT/0087/07 considered.
Observations on the obiter finding that the ET would have had territorial jurisdiction to hear the unfair dismissal claim had it not been held to have been presented out of time. Lawson v Serco [2006] IRLR 289 and Ministry of Defence v Wallis and another [2010] UKEAT 0546/08/3007 considered.

Judges:

Slade J

Citations:

[2011] UKEAT 0110 – 10 – 2511

Links:

Bailii

Statutes:

Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994, Employment Act 2002 (Dispute Resolution) Regulations 2004 15, Employment Act 2002

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444948

Samels v The University for The Creative Arts: EAT 30 Aug 2011

EAT REDUNDANCY – Suitable alternative employment
UNFAIR DISMISSAL – Polkey deduction
On an appeal by the successful employee in an unfair redundancy claim, the Employment Tribunal permissibly held his dismissal was procedurally unfair and so was bound to apply Polkey. The 75% reduction was a matter of fact for it. Bwllfa principle correctly applied.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0573 – 10 – 3008

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444949

Heath v ECB: ECJ 29 Sep 2011

ECJ (Staff Regulations) Public service – Staff of the ECB – Pension Plan – Pension Plan – Annual increase in pensions – Harmonized indices of consumer prices – Notice of the actuary of the pension plan – Consultation of Staff Committee – Consultation of the SC – The right to collective bargaining

Citations:

121/10, [2011] EUECJ 121/10

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444926

Cordell v Foreign and Commonwealth Office: EAT 5 Oct 2011

EAT DISABILITY DISCRIMINATION – Reasonable Adjustments
Appellant, who is deaf, employed by the Foreign and Commonwealth Office – FCO declines to post her to Kazakhstan because of the problems, and in particular the cost (about andpound;230,000 p.a.), of providing English-speaking lipspeaker support – Brings claims of direct discrimination under section 3A (5) of the Disability Discrimination Act 1995 and discrimination by way of failure to make reasonable adjustments under section 3A (2) – In relation to both ways of putting the claim the Appellant relies in particular on the fact that the FCO would have to pay commensurate sums by way of Continuity of Education Allowance to staff with a large number of school-age children – Claims dismissed by Tribunal
Held, dismissing appeal:
(1) As regards the claim of direct discrimination, the reason for the Appellant’s non-appointment was not her disability as such but the cost of the adjustments which it necessitated – The material circumstances of staff benefiting under the CEA policy were different.
(2) The Tribunal had made no error of law in its decision that it was not reasonable to expect the FCO to incur the costs of providing English-speaking lipspeaker support in Kazakhstan – Observations on the nature of the exercise required in assessing reasonableness for the purpose of section 4A of the Act.

Judges:

Underhill P

Citations:

[2012] ICR 280, [2011] UKEAT 0016 – 11 – 0510, [2011] Eq LR 1210

Links:

Bailii

Statutes:

Disability Discrimination Act 1995 3A

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 20 September 2022; Ref: scu.444952

Whitehead v ECB: ECJ 27 Sep 2011

ECJ (Staff Regulations) – Civil service – Staff of the ECB – Annual salary and bonus review – 2008 review – Annual assessment – Criteria for assessment – Staff Committee consultation – Taking account of periods of sick leave – Setting of objectives.

Citations:

98/09, [2011] EUECJ 98/09

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 20 September 2022; Ref: scu.444728

Iteshi v British Telecommunications: EAT 30 Aug 2011

EAT Practice and Procedure : Bias, Misconduct and Procedural Irregularity
RACE DISCRIMINATION – Direct
Application to recuse refused. Neither the Employment Tribunal nor the EAT gave the appearance of bias. The Claimant, a member of the Bar, was rejected for interview for reasons given by the Respondent and accepted by the Employment Tribunal as having nothing to do with race or gender. The Respondent did not fabricate CVs for those it had interviewed.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0378 – 11 – 3008

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 20 September 2022; Ref: scu.444683

Leeds Teaching Hospital NHS Trust v Foster: EAT 14 Jun 2011

EAT Disability Discrimination : Reasonable Adjustments
If there is a real prospect of an adjustment removing a disabled employee’s disadvantage, that would be sufficient to make the adjustment a reasonable one, but that does not mean that a prospect less than a real prospect would not be sufficient to make the adjustment a reasonable one: Cumbria Probation Board v Collingwood (UKEAT/0079/08/JOJ) and Romec Ltd v Rudham (UKEAT/0069/07/DA) applied.

Judges:

Keith J

Citations:

[2011] UKEAT 0552 – 10 – 1406

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 20 September 2022; Ref: scu.444680

Arnaldos Rosauro and Others v Commission: ECJ 26 Sep 2011

ECJ (Staff Regulations) Public service – Officials – Appointment – Article 5, paragraph 2 of Annex XIII to the Staff – Internal competitions for change of category issued before 1 May 2004 – candidates on the reserve lists before 1 May 2006 – Ranking grade – Application of a multiplication factor less than 1 – Loss of promotion points

Citations:

29/06, [2011] EUECJ 29/06

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 20 September 2022; Ref: scu.444678

Igboji v Tesco Stores Ltd and Another: EAT 24 Aug 2011

EAT PRACTICE AND PROCEDURE – Striking-out/dismissal
RACE DISCRIMINATION – Direct
The Employment Judge correctly struck out the Claimant’s case against his employers and numerous members of staff as being out of time. In respect of his claim to be an employee of the solicitors he instructed to pursue the employment claims, because he did work to provide instructions to them, this was misconceived.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 1799 – 10 – 2408

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 20 September 2022; Ref: scu.444682

Shea v Micros Fidelio: EAT 2 Aug 2011

EAT Victimisation Discrimination : Whistleblowing
PRACTICE AND PROCEDURE – Bias, misconduct and procedural irregularity
It is reasonably arguable that a litigant in person who said his claim was wrongful dismissal did not give away a claim of unfair dismissal, and as a matter of construction the claim included a PIDA claim. Submissions would be made as to whether the case had been narrowed to wrongful dismissal in two earlier CMDs, unappealed. If there were truly a claim of unfair dismissal and detriment the Judge-alone hearing would be ultra vires.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0159 – 11 – 0208

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444684

Buzzacott Llp v Ellis: EAT 29 Jul 2011

EAT Unfair Dismissal : Constructive Dismissal
The Employment Tribunal was entitled, on the evidence, to make the findings is did about certain matters of complaint made by the Claimant and as a matter of law to conclude that cumulatively they amounted to a breach of the implied term of trust and confidence so as to give rise to a constructive dismissal.

Judges:

Wilkie J

Citations:

[2011] UKEAT 0361 – 10 – 2907

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444681

Dominic Faversham Group v Mcintyre: EAT 6 Sep 2011

EAT PRACTICE AND PROCEDURE – Postponement or stay
The Employment Judge wrongly held that there was no overlap at all between the disability discrimination claim and the High Court proceedings; and failed to consider the potential disadvantages of separating the disability discrimination claim from the unfair dismissal claim. In view of the Claimant’s serious medical condition the matter will be remitted with a view to careful case management of both High Court and Employment Tribunal proceedings.

Judges:

Richardson J

Citations:

[2011] UKEAT 0290 – 11 – 0609

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444686

Abad-Villanueva and Others v Commission: ECJ 26 Sep 2011

ECJ (Staff Regulations) Public service – Officials – Appointment – Article 5, paragraph 2 of Annex XIII to the Staff – Internal competitions for change of category issued before 1 May 2004 – candidates on the reserve lists before 1 May 2006 – Ranking grade – Maintenance of multiplication factor – Loss of promotion points

Citations:

23/06, [2011] EUECJ 23/06

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 20 September 2022; Ref: scu.444677

Pillay v Inc Research UK Ltd: EAT 9 Sep 2011

EAT (Practice and Procedure : Striking-Out or Dismissal) The Employment Judge ought not to have struck out the Claimant’s claim for unfair dismissal under section 103A of the Employment Rights Act 1996. Ezsias v North Glamorgan NHS Trust [2007] ICR 1126 applied.

Judges:

Richardson J

Citations:

[2011] UKEAT 0182 – 11 – 0909

Links:

Bailii

Statutes:

Employment Rights Act 1996 103A

Jurisdiction:

England and Wales

Citing:

AppliedEzsias v North Glamorgan NHS Trust EAT 25-Jul-2006
EAT Employment Tribunal struck out unfair dismissal claims stating they were bound to fail. The employers had made two applications, one for a deposit to be ordered pursuant to rule 20 of the Employment Tribunal . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 20 September 2022; Ref: scu.444687

Public and Commercial Services Union and Others v The Minister for The Civil Service: Admn 10 Aug 2011

Application for judicial review of a decision by the Defendant whereby he introduced a scheme under section 1 of the 1972 Act amending the Civil Service Compensation Scheme (‘CSCS’), and thereby reducing the benefits paid to scheme members on redundancy and early retirement.

Judges:

McCombe J

Citations:

[2011] EWHC 2041 (Admin)

Links:

Bailii

Statutes:

Superannuation Act 1972 1

Jurisdiction:

England and Wales

Citing:

See AlsoPublic and Commercial Services Union, Regina (on The Application of) v Minister for The Civil Service Admn 10-May-2010
The Union challenged by way of judicial review proposed changes to the Civil Service Compensation Scheme, saying that it removed accrued rights.
Held: The benefits under the scheme were fully legal entitlements and were protected. They were an . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 20 September 2022; Ref: scu.444517

Freeman v Ultra Green Group Ltd: EAT 9 Aug 2011

EAT VICTIMISATION DISCRIMINATION – Protected disclosure
UNFAIR DISMISSAL – Automatically unfair reasons
The Tribunal erred in law in holding that words spoken at a meeting by the Claimant did not amount to information for the purposes of section 43B of the Employment Rights Act 1996. Cavendish Munro Professional Risks Management v Geduld [2010] ICR 125 applied.
The Tribunal erred in law in considering that retirement provisions within the Employment Rights Act 1996 and the Employment Equality (Age) Regulations 2006 inhibited the Claimant’s claim under section 103A (dismissal on grounds of protected disclosure) or of themselves limited the compensation payable. Section 98ZD(2) and (3) of the Employment Rights Act 1996 considered.

Judges:

Richardson J

Citations:

[2011] UKEAT 0239 – 11 – 0908

Links:

Bailii

Statutes:

Employment Rights Act 1996, Employment Equality (Age) Regulations 2006

Jurisdiction:

England and Wales

Citing:

CitedCavendish Munro Professional Risks Management Ltd v Geduld (Rev 1) EAT 6-Aug-2009
EAT VICTIMISATION DISCRIMINATION: Protected disclosure
The claimant, who had less than one year’s continuous employment fell out with his fellow directors and equal shareholders. He was removed as a . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 20 September 2022; Ref: scu.444527

Gosnold v BA Security Ltd: EAT 27 Jul 2011

EAT PRACTICE AND PROCEDURE – Bias, misconduct and procedural irregularity
UNFAIR DISMISSAL – Dismissal / ambiguous resignation
The Employment Tribunal erred in law in determining that the Claimant was not dismissed when (1) dismissal was admitted by the Respondent and (2) no opportunity was afforded to the Claimant to make submissions on the question before the Tribunal determined it adversely to him. Moreover on the facts the Respondent had correctly admitted dismissal.

Judges:

Richardson J

Citations:

[2011] UKEAT 0110 – 11 – 2707

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 20 September 2022; Ref: scu.444526

Ministry of Defence v P and Q: EAT 27 May 2011

EAT VICTIMISATION – Discrimination claims
PRACTICE AND PROCEDURE – Striking-out
PRACTICE AND PROCEDURE – Imposition of deposit
C1 was an Army officer against whom court-martial proceedings were brought, and subsequently dropped, and who was thereafter involved in prolonged proceedings under the Army’s procedure for redress of complaints – Her treatment in both sets of proceedings was alleged to constitute sex discrimination and (by a subsequent application to amend) victimisation – C2 was her defending officer in the court-martial proceedings and her assisting officer in the complaint proceedings and claimed to have suffered adverse treatment as a result, constituting ‘associative discrimination / victimisation’ – Both sets of claims were poorly particularised and arguably to a greater or lesser extent out of time
Judge at PHR made deposit order in relation to victimisation claims but not in relation to the remainder of the claims.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0104 – 11 – 2705

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Armed Forces

Updated: 20 September 2022; Ref: scu.444524

Rhoden-Burke v Lambeth and Another: EAT 1 Mar 2001

The claimant had taken maternity leave under which she had been entitled to return up to five years later. The Council transferred its workforce to Capita, and she now said that the Council and Capita had failed to comply with the contractual and statutory obligations.

Citations:

[2001] UKEAT 1060 – 00 – 0103

Links:

Bailii

Statutes:

Employment Rights Act 1996

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 19 September 2022; Ref: scu.203732

Galan Girodit v OHIM: ECJ 15 Sep 2011

ECJ (Staff Regulations) French Text – Civil Service – Temporary staff – Article 8 of the CEOS – Clause terminating the contract if the agent is not on the reserve list of competition – Open competition OHIM/AST/02/07 – Act adversely affecting

Citations:

7/10, [2011] EUECJ 7/10

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 19 September 2022; Ref: scu.444378

Slade and Others v TNT (UK) Ltd: EAT 13 Sep 2011

EAT UNFAIR DISMISSAL – Reasonableness of dismissal
Where an employer has sought to change terms of employment and has made an offer to ‘buy out’ certain existing terms, but warning that refusal will result in dismissal with an offer of re-engagement on the proposed new terms, the ET did not err in concluding that the employer did not act unfairly where the terms of offered re-employment did not include the terms of the ‘buy out’ as part of the new terms.

Judges:

Wilkie J

Citations:

[2011] UKEAT 0113 – 11 – 1309

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.444042

Hamilton and Others v NHS Grampian: EAT 20 Jul 2011

EAT Unlawful Deduction From Wages : Employee’s appeal. Rule 1(7) of Employment Tribunal Rules. Amendment. Expenses. Circumstances in which Tribunal did not err by refusing amendment, by determining that Claimant had presented a claim which was the same as another claimant’s (rule 1(7)) and by finding Claimants liable in expenses. Expenses of misconceived appeal awarded against Claimant.

Judges:

Lady Smith

Citations:

[2011] UKEAT 0067 – 10 – 2007

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.444023

London Clubs Management Ltd v Rooney: EAT 22 Jul 2011

EAT UNFAIR DISMISSAL – Reason for dismissal including substantial other reason
Unfair dismissal. Employer’s appeal. Employment Tribunal’s conclusion that Respondent had not established the reason for dismissal (redundancy) perverse. Inadequate reasons for rejection of evidence of employer’s witnesses. Failure to take account of relevant evidence. Appeal upheld and case remitted to a fresh Tribunal for a rehearing.

Judges:

Smith J

Citations:

[2011] UKEAT 0019 – 11 – 2207

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.444039

Perry v Imperial College Healthcare NHS Trust: EAT 22 Jul 2011

EAT Unfair Dismissal : Reasonableness of Dismissal – The conduct established at the appeal against prior dismissal was completely different to that upon which the decision to dismiss was based and was not such as could have resulted in any reasonable employer dismissing the Appellant.

Judges:

Wilkie J

Citations:

[2011] UKEAT 0473 – 10 – 2207

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.444025

Malik v Plymouth Hospitals NHS Trust and Others: EAT 9 Aug 2011

EAT PRACTICE AND PROCEDURE – Striking-out/dismissal
The Employment Judge correctly struck out the Claimant’s claims as being scandalous and vexatious, and he had not complied with orders or attended to prosecute his claims or his appeal. Costs in the EAT were provisionally ordered.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0117 – 11 – 0908

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.444041

Walker v Church Mission Society: EAT 17 Jun 2011

EAT JURISDICTIONAL POINTS – Working outside the jurisdiction
The Employment Judge made clear findings as to the nature and location of the Claimant’s work in Africa. Assessment of those findings raises a question of law. The Claimant did not fall into one of the expatriate categories in Lawson entitled to protection by English employment law.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0036 – 11 – 1706

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443641

Advance Security UK Ltd v Sheeba: EAT 4 Aug 2011

EAT STATUTORY DISCIPLINE AND GRIEVANCE PROCEDURES – Whether infringed
UNFAIR DISMISSAL – Contributory fault
The Employment Tribunal was entitled to find a breach of statutory Step 2 when the two written accounts of complaints against the Claimant were not shown to her before the Step 2 meeting.
The Employment Tribunal erred when it failed to give reasons in response to a submission that the Claimant contributed 100% to her dismissal. s 123(6) inserts a mandatory consideration into the wide discretion under s123(1). Polkey and contribution are separate processes. That point remitted to the same Employment Tribunal.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0057 – 11 – 0408

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443643

McKinson v Hackney Community College and Others: EAT 8 Aug 2011

EAT PRACTICE AND PROCEDURE – Case management
Various case management orders made at a case management discussion upheld.
Part of one order, however, deleted. The order in effect required the Claimant to select no more than six incidents of discrimination and three incidents of victimisation for inclusion in a Schedule, and provided that only these allegations (together with allegations relating to dismissal) should be entertained at the final hearing. The Claimant’s detailed claim form appeared to allege a greater number of incidents of discrimination and victimisation. There was no power to require a Claimant to select part only of his case in this way.

Judges:

Richardson J

Citations:

[2011] UKEAT 0237 – 11 – 0808

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443644

Halliday v Laurent Perrier (UK) Ltd: EAT 7 Sep 2011

EAT UNFAIR DISMISSAL – Reason for dismissal including substantial other reason
The decision of the Employment Tribunal that the Claimant had not been dismissed by reason of his disability (dyslexia) was not perverse and was supported by evidence properly accepted by the Employment Tribunal.

Judges:

Serota QC J

Citations:

[2011] UKEAT 0568 – 10 – 0709

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443645

Habashi v The Crown Prosecution Service: EAT 10 Jun 2011

EAT RACE DISCRIMINATION – Inferring discrimination
Tribunal entitled on the evidence before it to find that the Respondent had discharged the burden of showing a non-discriminatory reason for the Appellant’s non-selection for promotion.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0554 – 10 – 1006

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 19 September 2022; Ref: scu.443638

Zulhayir v JJ Food Service Ltd: EAT 26 Jul 2011

EAT UNFAIR DISMISSAL – Dismissal/ambiguous resignation
STATUTORY DISCIPLINE AND GRIEVANCE PROCEDURES – Whether applicable
JURISDICTIONAL POINTS – Claim in time and effective date of termination
EDT; whether self-dismissal by Claimant; acceptance of repudiation by Respondent amounting to dismissal. Communicating dismissal.
Held: Claim in time; SGP not applicable: complaint of continuing breach of DDA and right to holiday pay continuing after repeal of DRR, see para 3 2008 Order.

Judges:

Peter Clark J

Citations:

[2011] UKEAT 0593 – 10 – 2607

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

See AlsoZulhayir v JJ Food Services Ltd EAT 24-Oct-2012
EAT Practice and Procedure : Perversity – The presence of a clause in a contract of employment requiring the employee to notify a change of address does not exempt the employer, where it is apparent that an . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 19 September 2022; Ref: scu.443573

Royal Mail Group Ltd v Kelly: EAT 21 Jun 2011

EAT PRACTICE AND PROCEDURE – Delay in Employment Tribunal judgment
UNFAIR DISMISSAL – Reasonableness of dismissal
Inexcusable delays in promulgating the Reserved Judgment and Reasons 18 months after the evidence caused a factual error but not an error of law justifying the setting aside of the badly constructed Reasons.
The Employment Tribunal did not hear a complaint that Steps 1 and 2 were not completed and should not have ruled against the Respondent on this. In any event as a matter of construction of the materials given to the Claimant, Steps 1 and 2 were met. Finding of automatic unfair dismissal set aside.
The finding of procedural and substantive unfairness was upheld as at a meeting said to be an appeal the panel interviewed all the complainants and witnesses in the absence of the Claimant and he did not know what they said. It followed that the failure of the Employment Tribunal to make a finding on Respondent’s case under s98A(2) while an error of law did not vitiate the unarguably right decision.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0001 – 11 – 2106

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443639

Thornton v Jones: EAT 21 Jun 2011

EAT PRACTICE AND PROCEDURE – Appearance/response
Judge reviewing the rejection of a late-lodged ET3 (in accordance with Moroak v Cromie [2005] ICR 1226 and D and H Travel Ltd v Foster [2005] ICR 1537) failed to follow the approach in Kwik Save Stores v Swain [1997] ICR 49, as prescribed in this context by Pendragon Plc v Copus [2005] ICR 1671 – Applying the correct test, the ET3 should have been admitted.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0068 – 11 – 2106

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443640

Nageh v David Game College Ltd and Another: EAT 22 Jul 2011

EAT JURISDICTIONAL POINTS – Claim in time and effective date of termination
Time limit in discrimination and whistle blowing claims.
The Employment Judge declared that the Claimant had no reasonable prospect of success in arguing that the pre-dismissal discrimination claims comprise a continuing act/act extending over a period. She so declared because she took the view that the Claimant’s only real allegation concerning the period in question was a lack of contact by the Respondent. The Claimant’s case was however broader; what she alleged arguably amounted to a continuing act/act extending over a period. Declaration set aside.

Judges:

Richardson J

Citations:

[2011] UKEAT 0112 – 11 – 2207

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 19 September 2022; Ref: scu.443571

Baxter v Titan Aviation Ltd: EAT 30 Aug 2011

EAT NATIONAL MINIMUM WAGE
PART TIME WORKERS
Appellant a casual driver for the Respondent – Brings claims for (a) discrimination contrary to Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000; (b) victimisation contrary to the PTWR; (c) discrimination contrary to reg. 6 of the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002; and (d) under-payment in respect of ‘lay-over’ periods, being periods when he was required to stay in overnight accommodation following the conclusion of one job in order to be in a position to pick up for another job nearby – Claim under FTER dismissed at PHR on the basis that Appellant not an employee – At subsequent full hearing Tribunal dismisses remaining claims.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0355 – 10 – 3008

Links:

Bailii

Statutes:

Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 2

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443574

Godfrey Morgan Solicitors Ltd v Cobalt Systems Ltd: EAT 31 Aug 2011

EAT PRACTICE AND PROCEDURE – Costs
Wasted costs – Claim brought under contingency fee arrangements under which solicitors would not represent client at hearing but would require to be put in funds to instruct counsel – Claimant unable and unwilling, as should have been apparent if he had been properly advised, to engage counsel if claim did not settle before hearing – Employers refuse to contemplate settlement – Judge finds, after hearing evidence from both Claimant and solicitor, both of whom are cross-examined, that solicitors (a) failed to advise Claimant timeously that there was no prospect of settlement and (b) when, later, Claimant himself gave instructions to withdraw failed to implement those instructions until they were repeated a few days before the hearing – On that basis ordered to pay employers’ wasted costs as from the date at which the Claimant would, if timeously advised, have withdrawn – Judge refused to allow solicitors to produce their file for the first time at the hearing for the purpose of demonstrating that Claimant had in fact been properly advised.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0608 – 10 – 3108

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443575

Wray v JW Lees and Co (Brewers) Ltd: EAT 14 Jul 2011

EAT NATIONAL MINIMUM WAGE
Temporary pub manager required to sleep on premises – Claim that hours in question should be taken into account in assessing whether she had been paid the national minimum wage – Tribunal, approaching the issue by reference to the definition of ‘working time’ in Working Time Regulations 1998, held that they should not.
Held, dismissing appeal:
(1) The Tribunal had been wrong to refer to the Working Time Regulations. The issue should have been determined exclusively by reference to the relevant provisions of the National Minimum Wage Regulations 1999.
But:
(2) On the Tribunal’s findings of fact it was clear that the Claimant was not working during the periods in question; and that, even if she fell within the terms of reg. 15 (1) or 16 (1) of the Regulations on the basis that she was required to sleep at the premises in order to be available for work, the case fell within the exception provided by reg. 15 (1A) or 16 (1A) – Burrow Down Support Services Ltd v Rossiter [2008] ICR 1172 and South Manchester Abbeyfield v Hopkins [2011] ICR 254 considered.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0102 – 11 – 1407, [2012] ICR 43

Links:

Bailii

Statutes:

Working Time Regulations 1998

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443572

The Governing Body of Wishmorecross School v Balado: EAT 12 Jul 2011

EAT JURISDICTIONAL POINTS – Claim in time and effective date of termination
Claimant given notice of dismissal subject to a right of appeal and on the basis that the employment would not terminate if she lodged an appeal by a prescribed deadline, which she was treated as having done – Claimant presents claim in advance of eventual dismissal – Employer objects that claim is premature – Objection dismissed by Judge on basis that Claimant had been dismissed on notice within the meaning of section 111 (3) of Employment Rights Act 1996.
Held, dismissing appeal that a dismissal conditional on the exercise and, if exercised, the outcome of a right of appeal is a dismissal on notice within the meaning of section 111 (3) – Morton Sundour Fabrics Ltd v Shaw [1967] ITR 84 and Rai v Somerfield Stores Ltd (EAT/0557/02) distinguished.

Judges:

Underhill P J

Citations:

[2011] UKEAT 0199 – 11 – 1207

Links:

Bailii

Statutes:

Employment Rights Act 1996 111(3)

Jurisdiction:

England and Wales

Citing:

DistinguishedRai v Somerfield Stores EAT 12-May-2003
EAT Time Limits – Effective date of termination. . .
DistinguishedMorton Sundour Fabrics v Shaw QBD 1966
The court considered whether the employee had been given a notice falling within the Act so as to give rise to a redundancy.
Held: Widgery J said: ‘there are certain formalities about the type of notice necessary to determine a contract of . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 19 September 2022; Ref: scu.443570

Hine and Another (T/A Hine Marketing Partnership) v Talbot and Others: EAT 27 Jun 2011

EAT PRACTICE AND PROCEDURE – Time for appealing
One page of the 5-page Reasons was omitted from a last minute Notice of Appeal. Discretion was exercised to extend time. The solicitor had a modest system in place to check. The error was venial. The delay fully explained and excused. Muschett applied.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 1783 – 10 – 2706

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443567

Winchester and Eastleigh Healthcare NHS Trust v Walker: EAT 24 Jun 2011

EAT UNFAIR DISMISSAL – Compensation
PRACTICE AND PROCEDURE – Appellate jurisdiction/reasons/Burns-Barkebr />The successful Claimant worked in the NHS from 1983 but for the Respondent Trust only from 2006. The dispute about this was raised in submissions on the basic award. The Employment Tribunal calculated back to 1983. The EAT allowed the jurisdictional point about Employment Rights Act 1996 s 218(8) to be raised and upheld the Trust’s appeal. Continuity does not arise in the NHS unless s 218, or TUPE, applies.

Judges:

McMullen QC J

Citations:

[2011] UKEAT 0048 – 11 – 2406

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 19 September 2022; Ref: scu.443568

Stephen Fidler and Co v Kapadia: EAT 2 Oct 2002

EAT Unfair Dismissal – Contributory fault.

Judges:

The Honourable Mr Justice Wall

Citations:

[2002] UKEAT 765 – 01 – 0210, EAT/765/01

Links:

Bailii, EAT

Jurisdiction:

England and Wales

Citing:

See AlsoStephen Fidler and Co v Kapadia EAT 20-Sep-2001
Leave to appeal granted . .
See AlsoStephen Fidler and Co v Kapadia EAT 11-Jun-2002
Interlocutory appeal against refusal to make order requiring release of tribunal chairman’s notes.
Held: The appeal succeeded. It was clear that there was a factual dispute as to the events of the hearing, and ‘it is the Chairman’s notes which . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 19 September 2022; Ref: scu.203172

Afolayan v MRCS Ltd: EAT 23 Aug 2011

EAT UNFAIR DISMISSAL
Where an Employment Tribunal has been directed by the Employment Appeal Tribunal and by a Regional Employment Judge, to consider an application for costs of a hearing before a differently constituted Employment Tribunal it is obliged to do so, despite any difficulty caused by having no first hand knowledge of the grounds of the application.
The Employment Tribunal had correctly considered the question of compensation for future loss. Although on review it was entitled to have regard to the fact that a Claimant had ceased to be employed when a temporary post came to an end it was not obliged to extend the period for which he was entitled to compensation. The Employment Tribunal was entitled to conclude on the evidence before it that the period for which he was entitled to claim compensation for loss of earnings terminated before the cessation of the temporary employment.
Although the Employment Tribunal had in its first decision made no mention of reinstatement or re-engagement there was no reason to doubt what was said in its decision on review that it had considered and rejected such claims. There was ample evidence to support the finding that these remedies were inappropriate.

Judges:

Sertoa QC J

Citations:

[2011] UKEAT 0406 – 10 – 2308

Links:

Bailii

Jurisdiction:

England and Wales

Citing:

CitedDench v Flynn and Partners (a Firm) CA 9-Jun-1998
The appellant had been dismissed for redundancy. She sought to appeal saying that there had been no redundancy. The tribunal had refused to award damages for the period after she had found alternative employment.
Held: The obtaining of . .
CitedJ K Bansi v Alpha Flight Services EAT 3-Feb-2004
EAT Redundancy – Collective consultation and information. Serota QC J said: ‘In English v Emery Reimbold and Strick Ltd . . the Court of Appeal gave guidance as to the circumstances in which a Judge might be . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 17 September 2022; Ref: scu.443293

Connolly v Whitestone Solicitors: EAT 24 Jun 2011

EAT JURISDICTIONAL POINTS – Fraud and illegality
Contract of employment – illegality in performance.
An employee who knows that his assertion to be self employed is unsustainable and yet claims to the Revenue to be self employed misrepresents his own understanding of the position and acts in bad faith; it is contrary to public policy to lend support to him in an unfair dismissal claim. Enfield Technical Services v Payne [2007] IRLR 840 (EAT), [2008] IRLR 500 (CA) considered and applied.
In this case, however, the Employment Judge having correctly raised the issue of illegality, did not apply the law correctly and did not deal adequately in her reasons with the Claimant’s case. Moreover she should have ensured that the question whether he knew his assertion to be self employed was unsustainable was put to him for him to deal with.

Judges:

Richardson J

Citations:

[2011] UKEAT 0445 – 10 – 2406

Links:

Bailii

Jurisdiction:

England and Wales

Citing:

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 . .
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 . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 17 September 2022; Ref: scu.443290

Computers In The City Ltd v Amamize: EAT 18 Jul 2011

EAT UNFAIR DISMISSAL – Polkey deduction
CONTRACT OF EMPLOYMENT – Wrongful dismissal
Dismissal permissibly found to be unfair, but Employment Tribunal erred in its approach to the question of a Polkey deduction and in relation to the common law claim of wrongful dismissal. Appeal allowed in part and case remitted to same Employment Tribunal for reconsideration of Polkey and wrongful dismissal.

Judges:

Peter Clark J

Citations:

[2011] UKEAT 0187 – 11 – 1807

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.443291

Alexander Russell Plc v Holness: EAT 24 Jan 1994

‘The respondent was employed by the appellants in their quarry at Cowieslinn, as a plant operator, from June 1986 until 8 November 1991. On that date, he came to the conclusion that he was being harassed and would be dismissed very shortly and, accordingly, gave in his notice. He made an application to an Industrial Tribunal, alleging that he had been constructively dismissed. By a decision dated 5 August 1993, the Industrial Tribunal held that the respondent had been dismissed and made a monetary award, which took account of a contribution on the respondent’s part to his dismissal, which the Industrial Tribunal assessed at 30 per cent.’

Judges:

Lord Coulsfield

Citations:

[1994] UKEAT 677 – 93 – 2401

Links:

Bailii

Employment

Updated: 17 September 2022; Ref: scu.443294

Richardson v HSBC Bank Plc: EAT 13 Jul 2011

EAT UNFAIR DISMISSAL
Reason for dismissal including substantial other reason
Polkey deduction
The Tribunal assessed compensation for unfair dismissal without giving correct consideration to the questions (1) whether the Respondent adequately considered whether it could offer the Claimant alternative employment, (2) whether the Respondent selected the Claimant fairly for redundancy. Case remitted for the Tribunal to consider these questions and then to consider compensation afresh in the light of its conclusions upon them.
Late application to amend Notice of Appeal to argue an additional point – refused by Registrar – interlocutory appeal dismissed.

Judges:

Richardson J

Citations:

[2011] UKEAT 0499 – 10 – 1307

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Damages

Updated: 17 September 2022; Ref: scu.443292

Jacovelli v Royal Mail Group Ltd: EAT 24 May 2011

EAT UNFAIR DISMISSAL
Reasonableness of dismissal
Procedural fairness/automatically unfair dismissal
The Appellant sought to argue that an Employment Tribunal should not have found his dismissal for misconduct fair where (first) he had not been able to demonstrate his innocence since his employer’s delay meant that internal IT records which might have substantiated his case were no longer available, and (second) that if the disciplinary procedure applicable to a TU representative (which he was) had been applied the practical consequence would probably have been that his divisional representative would have secured the IT documentation before the expiry of the period during which IT records were kept. This appeal was dismissed, since he had not argued either point before the Tribunal, and the Tribunal was not obviously wrong to come to the conclusion that overall the employer’s disciplinary process had been fair, after a reasonable investigation.

Judges:

Langstaff J

Citations:

[2011] UKEAT 0055 – 11 – 2405

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442768

London Borough of Waltham Forest v Martin: EAT 23 Jun 2011

EAT RACE DISCRIMINATION – Discrimination by other bodies
The Claimant was employed by the local authority as well as being a local resident. In its capacity as a prosecuting authority, the local authority brought criminal proceedings against the Claimant in his capacity as a local resident over his claims for housing benefit and council tax benefit. In its capacity as his employer, the local authority gave the Claimant in his capacity as an employee a final written warning to last for 2 years for making false claims for benefit. The Claimant alleged that the decision to prosecute him (and not to impose an administrative penalty instead) and the length of his warning amounted to acts of race discrimination. It was held that the alleged acts of discrimination to prosecute him (and not to impose an administrative penalty instead) could not amount to acts of discrimination in the employment field, and that the Employment Tribunal had no jurisdiction to consider them.

Judges:

Keith J

Citations:

[2011] UKEAT 0069 – 11 – 2306

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 17 September 2022; Ref: scu.442770

M-Choice UK Ltd v Aalders: EAT 10 Aug 2011

mchoice_aaldersEAT2011

EAT JURISDICTIONAL POINTS – Claim in time and effective date of termination
The employee was dismissed on notice expiring on 1 February 2011. On its expiry she would have had sufficient qualifying service to present a complaint of unfair dismissal. On 11 January 2011 during her period of notice she presented a complaint of unfair dismissal. On 21 January 2011 her employers purported to dismiss her summarily. By that date she did not have sufficient qualifying service to present a complaint of unfair dismissal. The issue was what the effective date of termination was. It was held (applying Stapp v The Shaftesbury Society [1982] IRLR 326 which was said not to be distinguishable) that, notwithstanding the literal words of section 111(4)(c) of the Employment Rights Act 1996, the effective date of termination was the date on which she had been summarily dismissed.

Judges:

Keith J

Citations:

[2011] UKEAT 0227 – 11 – 1008

Links:

Bailii

Statutes:

Employment Rights Act 1996 111(4)(c)

Jurisdiction:

England and Wales

Citing:

CitedStapp v The Shaftesbury Society CA 1982
The employer had told the claimant: ‘I must ask you to relinquish your duties with effect from today 7 February 1981’ and thereby summarily dismissed him.
Held: The employer was clearly summarily dismissing with immediate effect in a wholly . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 17 September 2022; Ref: scu.442778

Aitken v The Tontine Hotel: EAT 10 May 2011

EAT UNFAIR DISMISSAL
Compensation
Polkey deduction
Head chef and kitchen porter dismissed for gross misconduct in taking drinks from bar without paying for them. Dismissal found to be procedurally unfair because a) the person who carried out the investigation was involved in the disciplinary hearing, and b) that the person who took the decision to dismiss was not present at that hearing but relied on ‘second hand information’ to do so. Employees appealed and Employment Tribunal made no criticism of the appeal procedure afforded to them. Polkey reduction of 100%.
Compensation reduced by 100% on grounds of contribution and basic award reduced by 75%. On appeal, held that Tribunal’s failure to find that the dismissal was substantively unfair was not perverse and, further, that they were entitled to make the 100% Polkey deduction that was applied.
Cross appeal in relation to (a) failure to find that dismissals substantively fair, and (b) reduction of basic award upheld. The Tribunal had failed to have any regard to the appeal procedure which plainly cured the earlier procedural deficiency and had erred in their application of the ‘just and equitable’ principle to the basic award. 100% reduction substituted.

Judges:

Smith J

Citations:

[2011] UKEAT 0055 – 10 – 1005

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442767

Iteshi v London Borough of Harrow and Others: EAT 3 Aug 2011

EAT RACE DISCRIMINATION – Direct
The Appellant, a qualified barrister, was not shortlisted for the post of Legal Assistant but he was successful in obtaining a position as a Legal Services Officer. This was subsequently withdrawn after he suggested that the Third Respondent with whom he would have to work was not telling the truth about delays in processing his appointment. The Employment Tribunal found that he had not been discriminated against on the grounds of race in respect of either matter. His appeal complained of errors of fact, perversity, misdirection and inadequacy of reasons but all his grounds were really an attempt to re-argue the facts and the appeal was dismissed.

Judges:

Hand QC J

Citations:

[2010] UKEAT 0240 – 10 – 0308

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 17 September 2022; Ref: scu.442777

Macquet v Naiade Resorts (UK) Ltd: EAT 16 Jun 2011

EAT UNFAIR DISMISSAL – Reason for dismissal including substantial other reason
The Employment Tribunal failed to give adequate reasons for decisions that
(a) There was a redundancy situation that led to the dismissal of the Claimant.
(b) There had been, or was expected to be any diminution or cessation in the kind of work undertaken by the Claimant.
(c) Why the Claimant was placed in a redundancy pool on his own.
(d) Why the consultation process was satisfactory.
See Employment Tribunal (Constitution and Rules of Procedure Regulations) 2004, Schedule 1 (6) rule 30(6), Meek v City of Birmingham District Council [1987] IRLR 250.
Case remitted to a differently constituted Employment Tribunal.

Judges:

Serota QC J

Citations:

[2011] UKEAT 0495 – 10 – 1606

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442771

NHS Leeds v Larner: EAT 29 Jun 2011

EAT WORKING TIME REGULATIONS – Holiday pay
The entitlement to paid annual leave of a worker absent for the whole of a pay year through sickness does not depend on the worker submitting a request for that annual leave before the pay year ends.

Judges:

Bean J

Citations:

[2011] UKEAT 0088 – 11 – 2906

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442773

Williams v Miller and Another (T/A Kitchens, Kitchen Dreams and Rock Solid Kitchens): EAT 15 Jul 2011

EAT CONTRACT OF EMPLOYMENT
There was an issue as to the identity of the Claimant’s employer. The Tribunal should have approached that issue by making findings as to the circumstances in which she was interviewed and offered employment and as to whether there were any subsequent changes.

Judges:

Richardson J

Citations:

[2011] UKEAT 0546 – 10 – 1507

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442776

Fox v Ocean City Recruitment Ltd: EAT 13 Jun 2011

EAT VICTIMISATION DISCRIMINATION – Protected disclosure
SEX DISCRIMINATION – S4(2) defence
i) Employment Tribunal misdirected itself as to the defence of having taken reasonable steps to prevent discriminatory conduct by employees. It relied on steps taken after the acts of discrimination, rather than before.
ii) Employment Tribunal gave no reasons for awarding a 10% uplift for failure to follow statutory disciplinary procedures notwithstanding that the failure was complete.
iii) The Employment Tribunal failed to give adequate reasons for awarding the sum of andpound;1,500 as damages for injury to feelings.

Judges:

Serota QC J

Citations:

[2011] UKEAT 0035 – 11 – 1306

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 17 September 2022; Ref: scu.442769

The Secretary of State for Business Innovation and Skills v Coward and Another: EAT 21 Jul 2011

EAT RIGHTS ON INSOLVENCY
The Employment Judge erred in law in making an award of notice pay under section 182 of the Employment Rights Act 1996 when the employer company was not insolvent as defined in section 183(1) and (3). Secretary of State for Trade and Industry v Walden [2000] IRLR 168 applied.

Judges:

Richardson j

Citations:

[2011] UKEAT 0034 – 11 – 2107

Links:

Bailii

Statutes:

Employment Rights Act 1996 182

Jurisdiction:

England and Wales

Citing:

CitedThe Secretary of State for Trade and Industry v Walden, Kealfreight Ltd EAT 22-Jul-1999
Employee to show company insolvent to claim
EAT Insolvent Employer – The onus is on the applicant seeking payment for lost wages from the Secretary of state to establish that the employer company is insolvent. There must be proof of the occurring of an . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 17 September 2022; Ref: scu.442775

Gayle v Sandwell and West Birmingham Hospitals NHS Trust: CA 28 Jul 2011

The claimant said that in deciding her case, the Employment tribunal had wrongly taken account of a final warning on her record when that warning had been given on prohibited grounds. The EAT said that a tribunal could only go behind such a record if satisfied that it had been given in bad faith. The claimant said the warning had arisen through her conduct of trades union duties.
Held: The appeal was dismissed. The employment tribunal had considered the complaint underlying the warning, and had found it to arise from a refusal to discuss the topic.
The court considered criticisms of the tribunal system, in particular as to delay, acknowledging the fault in some cases but pointing out that these faults did not reflect the large majority of cases.

Judges:

Mummery LJ

Citations:

[2011] EWCA Civ 924

Links:

Bailii

Statutes:

Trade Union and Labour Relations (Consolidation) Act 1992 146

Jurisdiction:

England and Wales

Citing:

Appeal fromGayle v Sandwell and West Birmingham Hospitals NHS Trust EAT 16-Apr-2010
EAT TRADE UNION RIGHTS – Action short of dismissal
VICTIMISATION DISCRIMINATION – Other forms of victimisation
The Employment Tribunal did not err in failing to determine the Appellant’s claim under . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 17 September 2022; Ref: scu.442252

M and W Grazebrook Ltd v Wallens: 1973

Communications between the client and his non-lawyer representative, and communications between that representative and third party witnesses, are privileged despite the fact that the representative may have no professional qualification. Sir John Donaldson said: ‘Before industrial tribunals it is the rule, rather than the exception, for parties to be represented by persons other than lawyers. Indeed, it is the policy of Parliament to encourage such representation. If the law to be applied to industrial tribunals were not as stated in the note in the county court rules: ‘Communications not only with legal advisers, but with other agents, with an actual view to the litigation in hand, and the mode of conduct of it, also are privileged’], the position would arise that, for example, a personnel officer, when examining as a witness a works foreman, could, at the end of the works foreman’s evidence, be called upon to hand over the proof of evidence from which he had been examining the witness. Obviously, that would be a wholly untenable situation.’

Judges:

Sir John Donaldson

Citations:

[1973] ICR 256

Jurisdiction:

England and Wales

Cited by:

CitedPrudential Plc and Another, Regina (on the Application of) v Special Commissioner of Income Tax and Another Admn 14-Oct-2009
The company had obtained legal advice but had taken it from their accountants. The Revenue sought its disclosure, and the company said that as legal advice it was protected by legal professional privilege.
Held: The material was not protected. . .
Lists of cited by and citing cases may be incomplete.

Employment, Litigation Practice

Updated: 17 September 2022; Ref: scu.376226

R Thorold v Martell Press Ltd: EAT 8 Mar 2002

EAT Unfair Dismissal – Procedural fairness/automatically unfair dismissal.

Judges:

His Hon Judge Clark

Citations:

EAT/343/01, [2002] UKEAT 0343 – 01 – 0803

Links:

Bailii, EAT

Jurisdiction:

England and Wales

Cited by:

CitedWarner v Armfield Retail and Leisure Ltd (Contract of Employment : Frustration) EAT 8-Oct-2013
EAT CONTRACT OF EMPLOYMENT – Frustration
DISABILITY DISCRIMINATION – Disability related discrimination
For the purposes of claims of unfair dismissal and breach of contract the Respondent argued, and . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 16 September 2022; Ref: scu.172143

Costain Building and Civil Engineering Ltd v Smith, Chanton Group Plc: EAT 29 Nov 1999

EAT Contract of Employment – Breach of Contract

Judges:

The Honourable Mr Justice Morison (P)

Citations:

EAT/141/99, [1999] UKEAT 141 – 99 – 2911, [2000] ICR 215

Links:

Bailii

Jurisdiction:

England and Wales

Citing:

See AlsoCostain Building and Civil Engineering v Smith and Another EAT 5-May-1999
This case raises a question as to whether an agency worker engaged in the construction industry was an employee of the building contractor. . .

Cited by:

CitedBrook Street Bureau (UK) Ltd v Dacas CA 5-Mar-2004
The applicant cleaner sought compensation for unfair dismissal. The issue was whether she was an employee of the respondents, of their client where she did her work, or was not an employee at all. She worked for an agency, who sent her out to . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 16 September 2022; Ref: scu.171719

Anita Brems v Council of the European Communities: ECFI 14 Dec 1990

ECFI Officials – Dependent child – Person treated as such – Child of the official – Illegality of general implementing rules. 1. Officials – Remuneration – Family allowances – Dependent child allowance – Grant – Circumscribed power of the administration – Person treated as a dependent child – Discretionary power of the administration -Article 2(4) of Annex VII of the Staff Regulations – Scope (Staff Regulations of Officials, Art. 67; Annex VII, Art. 2) 2. Officials – Staff Regulations – General implementing rules – Power of the institutions – Limits (Staff Regulations of Officials, Arts 67 and 110; Annex VII, Art. 2(4)) 1. The Staff Regulations confer upon the appointing authority a circumscribed power to grant the allowance provided for in Article 2 of Annex VII of the Staff Regulations in respect of a dependent child within the meaning of that provision where one of the conditions set out in Article 2(3) and (5) is fulfilled. Article 2(4), on the other hand, confers upon the administration a discretionary power to decide, in exceptional cases, to treat as a dependent child any person whom the official has a legal responsibility to maintain and whose maintenance involves heavy expenditure. It is apparent from that difference in the nature of the administration’ s powers and from the general terms of Article 2(4) of Annex VII that the Community legislature did not intend to exclude from the scope of that provision, merely because he is the legitimate, natural or adopted child of an official or of his spouse, a child who does not satisfy the conditions for the grant of dependent child allowance under Article 2(3) and (5). Any other interpretation would not be in conformity with the principle of equal treatment, which prohibits discrimination based solely on the status of a person, and would be even less justified since the family bond linking an official to his child is stronger than that linking him to other persons who may be treated as dependent children. 2. The general implementing rules adopted under the first paragraph of Article 110 of the Staff Regulations may lay down criteria capable of guiding the administration in the exercise of its discretionary power or explain more fully the scope of provisions of the Staff Regulations which are not wholly clear. However, they cannot, by way of explaining more fully a clear term of the Staff Regulations, reduce the scope of those regulations. The Council Decision of 15 March 1976 adopting general provisions for applying Article 2(4) of Annex VII of the Staff Regulations is illegal in so far as it excludes from the scope of that provision any person who is between the minimum and maximum age-limits which it imposes and thus deprives the administration of the opportunity to exercise its discretion in each individual case.

Judges:

C . Yeraris, President of Chamber

Citations:

T-75/89, [1990] EUECJ T-75/89

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 16 September 2022; Ref: scu.172359