McDonald v John Twiname Ltd: 1953

Apprenticeships are less easily terminable by the employer than an ordinary contract of employment. An executory apprenticeship contract must be in writing to be enforceable, though an employer who has acted upon an oral contract of apprenticeship will be held to it as if it were in writing.

Citations:

[1953] 2 QB 304

Cited by:

CitedEdmonds v Lawson, Pardoe, and Del Fabbro CA 10-Mar-2000
A contract of apprenticeship is synallagmatic. The master undertakes to educate and train the apprentice (or pupil) in the practical and other skills needed to practise a skilled trade (or learned profession) and the apprentice (or pupil) binds . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.184782

Waterman v Fryer: 1922

Shearman J said: ‘The authorities show that in the early days there was the greatest reluctance to break any contract of apprenticeship. It was considered of very great importance that children should be taught a trade, and the Courts, in view of the great power which masters then had over apprentices, who generally resided with them, held that the obligation of the apprentice to serve and that of the master to teach were not interdependent but independent covenants. It was at the bottom of the reasoning in the older cases that the master could make the apprentice serve, even though the latter was unwilling.’

Judges:

Shearman J

Citations:

[1922] 1 KB 499

Cited by:

CitedEdmonds v Lawson, Pardoe, and Del Fabbro CA 10-Mar-2000
A contract of apprenticeship is synallagmatic. The master undertakes to educate and train the apprentice (or pupil) in the practical and other skills needed to practise a skilled trade (or learned profession) and the apprentice (or pupil) binds . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.184785

Bliss v South East Thames Regional Health Authority: CA 1985

General damages cannot be awarded for frustration, mental distress or injured feelings arising from an employer’s breach of the implied term of confidence and trust. Dillon LJ said that damages for mental distress in contract are limited to certain classes of case including ‘where the contract which has been broken was itself a contract to provide peace of mind or freedom from distress.’
Dillon LJ set out the position on constructive dismissal: ‘It follows that I agree with the judge that the authority was in breach of contract in requiring the plaintiff to submit himself to medical examination and in suspending him when he refused to do so. I have no doubt that the breach was a continuing breach, so long as the suspension lasted.
Was it then a repudiatory breach, which would entitle the plaintiff to treat the contract as at an end and claim damages on that footing?
It is common ground on the pleadings that it was an implied term of the plaintiff’s contract that the authority would not without reasonable cause conduct itself in a manner likely to damage or destroy the relationship of confidence and trust between the parties as employer and employee. There is ample authority in employment cases to warrant the implication of such a term. The authority was in breach of that term, and the question is whether that breach was fundamental, or repudiatory, or not.’
. . and: ‘There must be some breaches at least of such an implied term which are fundamental and repudiatory and go to the root of the contract, and if ever there was a breach of such a term going to the root of the contract, it was this. It would be difficult in this particular area of employment law to think of anything more calculated or likely to destroy the relationship of confidence and trust which ought to exist between employer and employee than, without reasonable cause, to require a consultant surgeon to undergo a medical, which was correctly understood to mean a psychiatric examination, and to suspend him from the hospital on his refusing to do so.’

Judges:

Dillon LJ

Citations:

[1985] IRLR 308, [1987] ICR 700

Jurisdiction:

England and Wales

Cited by:

CitedGogay v Hertfordshire County Council CA 26-Jul-2000
The employee sought damages for breach of the implied term of trust and confidence, even though she remained throughout the employment of the Council against whom she was bringing proceedings.
Held: Her remaining in employment was a factor . .
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 . .
CitedWatts and Co v Morrow CA 30-Jul-1991
The plaintiff had bought a house on the faith of the defendant’s report that there were only limited defects requiring repair. In fact the defects were much more extensive. The defendant surveyor appealed against an award of damages after his . .
CitedKpohraror v Woolwich Building Society CA 1996
The Society, acting as a bank, had at first failed to pay its customer’s cheque for andpound;4,550, even though there were sufficient funds. The bank said that it had been reported lost. The customer sought damages to his business reputation.
CitedMeikle v Nottingham City Council EAT 14-Apr-1994
The appellant challenged dismissal of her claim for indirect racial discrimination based on two grounds. First, that the Tribunal’s decision was perverse; in other words that it was a decision which, on the evidence before it, no reasonable tribunal . .
CitedMeikle v Nottinghamshire County Council EAT 19-Aug-2003
EAT Disability Discrimination – Less favourable treatment. The appellant brought proceedings against the Respondents alleging that they had failed to make adjustments to her workplace and conditions so as to . .
Lists of cited by and citing cases may be incomplete.

Damages, Employment

Updated: 29 April 2022; Ref: scu.183848

Robert Normansell (Birmingham) Ltd v Barfield: 1973

The court refused to award damages for non-economic loss after a dismissal, and particularly in this case for loss of job satisfaction.

Judges:

Donaldson P

Citations:

[1973] 8 ITR 171

Citing:

FolowedNorton Tool Co Ltd v Tewson NIRC 30-Oct-1972
(National Industrial Relations Court) The court was asked to calculate damages on a dismissal, and particularly as to whether the manner of the dismissal should affect the damages.
Held: The common law rules and authorities on wrongful . .

Cited by:

CitedDunnachie v Kingston Upon Hull City Council; Williams v Southampton Institute; Dawson v Stonham Housing Association EAT 8-Apr-2003
EAT Unfair Dismissal – Compensation
In each case, The employee sought additional damages for non-economic loss after an unfair dismissal.
Held: The Act could be compared with the Discrimination Acts . .
CitedDunnachie v Kingston-upon-Hull City Council HL 15-Jul-2004
The claimant sought damages following his dismissal to include a sum to reflect the manner of his dismissal and the distress caused.
Held: The remarks of Lord Hoffmann in Johnson -v- Unysis were obiter. The court could not, under the section, . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.183842

Taylor v John Webster Buildings Civil Engineering: EAT 1999

‘the basic award is to reflect a lost redundancy award; that is its function’.

Judges:

Lindsay P

Citations:

[1999] ICR 561

Cited by:

CitedDunnachie v Kingston Upon Hull City Council; Williams v Southampton Institute; Dawson v Stonham Housing Association EAT 8-Apr-2003
EAT Unfair Dismissal – Compensation
In each case, The employee sought additional damages for non-economic loss after an unfair dismissal.
Held: The Act could be compared with the Discrimination Acts . .
Lists of cited by and citing cases may be incomplete.

Employment, Damages

Updated: 29 April 2022; Ref: scu.183847

National Coal Board v National Union of Mineworkers: 1986

A collective agreement between employer and the recognised trades union was ‘inapt to become enforceable terms of an individual’s contract of employment.’ Such collective agreements may deal with the appropriate mechanisms for dealing with industrial disputes or for collective bargaining, matters patently not intended to be legally enforceable by the individual employee.

Judges:

Scott J

Citations:

[1986] IRLR 439, [1986] ICR 736

Cited by:

CitedL T I Ltd v A R Radford EAT 19-Jul-2000
The employee had been selected for redundancy. He alleged that a collective agreement was incorporated into his contract of employment, which would put the employer’s methods of selection of employees for redundancy a breach of contract. The . .
CitedSouth West Trains Ltd v Wightman and Others ChD 14-Jan-1998
The trades’ union had agreed with the employer that what had been irregular and non-pensionable payments made to employees would, in future, be paid regularly, but that only certain parts of the payments become pensionable. The employer now sought . .
CitedKaur v MG Rover Group Ltd CA 17-Nov-2004
The applicant was employed by the respondent who had a collective agreement with a trade union.
Held: Not all elements of the collective agreement need be intended to be legally enforceable. She complained that the collective agreement would . .
CitedAlexander v Standard Telephones and Cables Ltd (No. 2) 1991
alexander_standard1991
The court considered under what circumstances a collective agreement between an employer and trades unions would be incorporated into an individual employee’s contract: ‘The so-called ‘normative effect’ by which it can be inferred that provisions of . .
CitedWandsworth London Borough Council v D’Silva and Another CA 9-Dec-1997
The council wanted to change its Code of Practice on Staff Sickness. Employees objected. The Council argued that the Code was not part of the employment contract, and that in any event the contract reserved to the council the right to alter the . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.183488

Mansell v Curry: 1993

Appeals against interlocutory decisions of Employment Tribunals concerning the grant of adjournments are to be deplored.

Citations:

[1993] ICR 798

Cited by:

CitedC Maloney v London Borough of Hammersmith and Fulham; C Whatford; Governing Body of Hammersmith School and D A Williams CA 7-May-1999
The claimant sought damages from the respondents. The case was listed to be heard over 25 days, but she sought an adjournment because of her own ill health. She appealed a refusal of the adjournment. The adjournment was refused on several grounds, . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.183319

Shanon v Michelin (Belfast) Limited: CANI 1981

The absence of an appeal procedure does not of itself make a dismissal unfair, even in the case of dismissal for misconduct.
Lord Justice O’Donnell said: ‘There had been at one time at final stage of the procedure where the dismissal was referred to a panel consisting of two representatives of the employers and two representatives of the trade union. The Appellant’s trade union had however withdrawn from membership of the joint industrial Council for the rubber industry sometime before his dismissal. With this withdrawal the disputes procedure also disappeared. Negotiations were in progress at the time of the Appellant’s dismissal to create a new procedure but this had not been completed. The Tribunal came to the conclusion that there was no breach of procedure and went on ‘it might well have been very sensible for the Respondents to have themselves suggested that the dismissal should go to arbitration but that is perhaps a view based on hindsight.’ I am satisfied that the absence of an appeal or review would not in itself make a dismissal unfair nor do I think that an employer can be said to be unreasonable in failing to create some ad hoc appeal or review in the absence of agreement between him and the trade union. The absence of an appeal or review procedure is just one of the many factors to be considered in determining whether a dismissal is fair or unfair.’

Judges:

O’Donnell, Gibson LJJ

Citations:

[1981] IRLR 505

Jurisdiction:

England and Wales

Cited by:

CitedTran v Greenwich Vietnam Community Project EAT 5-Apr-2001
The applicant appealed a rejection of his claim for unfair dismissal. He claimed that the management committee of the organisation had both investigated the complaint and adjudicated upon it, and that the organization’s procedures did not allow for . .
CitedJackson v ICS Group of Companies Ltd EAT 22-Jan-1998
The claimant appealed against the dismissal of his unfair dismissal application. Not having two years continuous employment he had claimed the protection of section 100 as a whistleblower, but the Tribunal had found that there had been a Health and . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.183139

Morris v Secretary of State for Employment: EAT 1985

The claimant’s employer had become insolvent, and the claimant sought his unpaid salary amounting to andpound;290. The respondent applied the statutory limit of andpound;140.00, and then deducted tax and NI.
Held: M’s appeal failed. The statutory limit applied to the gross amount to be paid. The calculation was correct.

Citations:

[1985] ICR 522

Statutes:

Employment Protection (Consolidation) Act 1978 122(5)

Jurisdiction:

England and Wales

Insolvency, Employment

Updated: 29 April 2022; Ref: scu.183061

Sheikh v Chief Constable: 1989

Citations:

[1989] ICR 373

Cited by:

CitedChief Constable of Bedfordshire Police v Liversidge EAT 21-Sep-2001
The Chief Constable appealed against a refusal to strike out a claim by the respondent that he had racially discriminated against her. Force members had used code words for racially abusive terms about her. The claim was that he was vicariously . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.183098

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

Maxim Nordenfelt Guns and Ammunition Co v Nordenfelt: CA 1893

Bowen LJ said: ‘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’

Judges:

Bowen LJ

Citations:

[1893] 1 Ch 630

Jurisdiction:

England and Wales

Cited by:

Appeal fromNordenfelt v Maxim Nordenfelt Guns and Ammunition Company HL 1894
Exceptions to Freedom to Trade
The purchaser of the goodwill of a business sought to enforce a covenant in restraint of trade given by the seller.
Held: At common law a restraint of trade is prima facie contrary to public policy and void, unless it can be shown that the . .
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.

Contract, Employment

Updated: 29 April 2022; Ref: scu.541952

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

Wallace v CA Roofing Services Ltd: 1996

An employer can less easily terminate an apprentice than other employees. An oral apprenticeship contract is enfoirceable, but only once it is acted upon.

Citations:

[1996] IRLR 435

Cited by:

CitedWhitely v Marton Electrical Ltd EAT 27-Sep-2002
The applicant had been employed by the respondent under a modern apprenticeship contract. The employer dismissed him during the term, after a downturn in work.
Held: Though the contract was subject to the employer’s standard terms, it remained . .
CitedEdmonds v Lawson, Pardoe, and Del Fabbro CA 10-Mar-2000
A contract of apprenticeship is synallagmatic. The master undertakes to educate and train the apprentice (or pupil) in the practical and other skills needed to practise a skilled trade (or learned profession) and the apprentice (or pupil) binds . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.181812

Courtaulds Northern Textiles Ltd v Andrew: EAT 1979

There is implied into a contract of employment a term that the employers will not, without reasonable and proper cause, conduct themselves in a manner calculated or likely to destroy or seriously damage the relationship of confidence and trust between the employer and employee. When considering a breach of an employment contract, the court must look at whether the breach is with respect to a fundamental term of the contract, or a fundamental breach of the contract itself. If the likely consequences of the breach will damage or destroy the relationship of trust and confidence between employer and employee, it must be something which goes to a fundamental breach of the contract, which is really fundamental in its effect on the contractual relationship. Any conduct by an employer which was likely to destroy or to damage seriously the relationship of confidence and trust between employer and employee was conduct going to the root of the contract so as to justify the employee terminating the contract on the grounds of the employer’s repudiation.
Arnold J said: ‘Now it is of course true, applying the Court of Appeal’s test, that in order to decide that the conduct is sufficiently repudiatory to justify a conclusion of constructive dismissal one has to consider whether the conduct complained of constitutes either a fundamental breach of the contract or a breach of a fundamental term of the contract: two somewhat elusive conceptions which figure in our modern contract law. But there is not much room, as we think, for that inquiry in a case in which the test, within the terms of the contractual obligation, is one which involves considering whether the consequences, or the likely consequences, are to destroy or seriously damage the relationship of confidence and trust between employer and employee; because it does seem to us that any conduct which is likely to destroy or seriously to damage that relationship must be something which goes to the root of the contract, which is really fundamental in its effect upon the contractual relationship.’

Judges:

Mr Justice Arnold

Citations:

[1979] IRLR 84

Citing:

CitedWestern Excavating (ECC) Ltd v Sharp CA 1978
To succeed in a claim for constructive dismissal the plaintiff must establish a breach of contract by the defendant, that the breach was sufficiently serious to have justified the claimant resigning, or at least be the last in a series of events . .

Cited by:

CitedMorrow v Safeway Stores Plc EAT 21-Sep-2000
The complainant appealed a decision that she had not been constructively dismissed. She had been told off in public, causing her great distress. The tribunal had found the employer’s behaviour regrettable but not such as to break the duty of trust . .
CitedTSB Bank Plc v L M Harris EAT 1-Dec-1999
EAT Unfair Dismissal – Reason for Dismissal
The employer appealed a finding against them. An employee, when applying for another job, discovered that the reference given revealed many complaints against her . .
CitedMorrow v Safeway Stores Plc EAT 21-Sep-2001
The claimant appealed against dismissal of her claim of unfair constructive dismissal. She complained of having been publicly told off. The court considered whether this amounted to a breach of a fundamental term of her contract entitling her to . .
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

Updated: 28 April 2022; Ref: scu.181195

Executors of J F Everest v Cox: 1980

The reasonableness of an employee’s refusal of suitable alternative employment depends on factors personal to him and is a subjective matter to be considered from the employee’s point of view: ‘The employee’s behaviour and conduct must be judged, looking at it from her point of view, on the basis of the facts as they appeared, or ought reasonably to have appeared, to her at the time the decision had to be made.’

Judges:

Phillips J

Citations:

[1980] ICR 415

Jurisdiction:

England and Wales

Cited by:

AppliedAstrid Hudson v George Harrison Limited EAT 5-Dec-2002
The claimant had sought a finding that she had been made redundant. The employer replied that they had made a reasonable offer of alternative employment at the site to which it was re-locating. The employee appealed the finding against her on the . .
CitedReadman v Devon Primary Care Trust EAT 1-Dec-2011
EAT Redundancy : Suitable Alternative Employment – Did the Employment Tribunal err in law in concluding that the Appellant had unreasonably refused an offer of alternative employment for her own reasons, when it . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.180954

Nash v Ryan Plant International Limited: 1977

The court considered the meaning of the word ‘refer’ in the section.
Held: Words such as ‘deliver’ or ‘present’ ordinarily require that the transfer shall be completed. Words like ‘send’ or ‘despatch’ do not. The argument on the word ‘referred’, suggest that its meaning is imprecise, and that it is much coloured, as meaning either ‘send’ or ‘present,’ according to the context. The court sought assistance from the regulations underlying the section. In this context, it meant ‘sent’ and a matter had bee referred once the application was sent and whether or not it was received.

Citations:

(1977) ICR 560

Statutes:

Redundancy Payments Act 1965 21

Cited by:

CitedRegina on the Application of Lester v The London Rent Assessment Committee CA 12-Mar-2003
The court faced the question of, whether if a landlord serves a notice on an assured tenant under section 13(2) of the Act proposing an increase in rent, that will be the rent unless, before the beginning of the new period specified in the notice . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.179769

Bebb Travel plc v Inland Revenue of England and Wales: EAT 16 Aug 2002

The respondent issued a notice requiring the applicant to comply with the Act. They appealed an order which refused to provide for payments to former workers.
Held: A notice under the Act must relate to present and future workers. For such workers it was possible to make orders for previous periods, but it was not possible to make an order which applied only historically.

Judges:

Reid J

Citations:

Times 30-Oct-2002

Statutes:

National Minimum Wages Act 1998 19(1)

Citing:

Appealed toBebb Travel plc v Inland Revenue of England and Wales CA 16-Apr-2003
The revenue issued a notice requiring the respondent to make good low wages paid to their employees. The EAT had held that such a notice could only apply to current employees. The Revenue appealed.
Held: Appeal dismissed. The first part of the . .

Cited by:

Appeal fromBebb Travel plc v Inland Revenue of England and Wales CA 16-Apr-2003
The revenue issued a notice requiring the respondent to make good low wages paid to their employees. The EAT had held that such a notice could only apply to current employees. The Revenue appealed.
Held: Appeal dismissed. The first part of the . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.177803

S Amor v Galliard Homes Ltd: EAT 25 Sep 2000

The appellant appealed as to the calculation of an award in his favour for unfair dismissal. The employee had been given alternative employment at the same rate after his former position had become redundant. He was later dismissed when the redundancy was implemented after he had become a source of disruption at the workplace. Having begun to work as a labourer, he was no longer redundant, and the dismissal was unfair. The case was remitted for reconsideration by an Employment Tribunal.
EAT Unfair Dismissal – Reason for Dismissal

Judges:

Mr Recorder Langstaff QC

Citations:

EAT/47/01

Jurisdiction:

England and Wales

Employment

Updated: 28 April 2022; Ref: scu.171916

Barry Controls Ltd v J F Lawes: EAT 19 Jul 2001

The Employment Tribunal had used its discretion to accept an complaint of unfair dismissal out of time. As the exercise of a discretion, and one exercised by an experienced tribunal appearing to apply the correct statutory tests, it would be a difficult to set it to one side. The complaint had been submitted after 2.5 months after the limit. There were no sufficient circumstances to justify such a delay, and it amounted to an error in law, and the matter was remitted for reconsideration.
EAT Time Limits –

Judges:

The Honourable Mr Justice Charles

Citations:

EAT/1481/00

Employment

Updated: 28 April 2022; Ref: scu.172063

Gridquest Ltd T/A Select Employment, Piper Group Plc, XR Associates Ltd v Blackburn etc: EAT 1 Nov 2000

The respondents appealed a finding that they were not due to make additional holiday pay under the regulations. The employer asserted that the hourly rate of pay included a rolled up element of holiday and sick pay. The employee asserted that the contract documentation made no mention of such an arrangement. The employers claimed that the employees knew full well of the arrangement, and the employees denied any such knowledge.
Held: The matter must be remitted to a fresh tribunal. The tribunal had made findings which suggested that the employees were not told, or did not know of any such arrangement, but had not made a finding as to whether the arrangement was part of the contract. This missing step was essential to a conclusion.
EAT Working Time Regulations

Judges:

His Honour Judge Peter Clark

Citations:

Times 09-Jan-2002, EAT/598/00, [2002] ICR 682

Statutes:

Working Time Regulations 1998 (1998 No 1833) 16

Citing:

Appealed toGridquest Ltd T/A Select Employment, Piper Group Plc, XR Associates Ltd v K A Blackburn etc CA 23-Jul-2002
The employer and employees disagreed about whether an element of holiday pay had been included in the rate of pay.
Held: There had to be an explicit agreement between the parties before this could happen. It was not for one side unilaterally . .

Cited by:

Appeal fromGridquest Ltd T/A Select Employment, Piper Group Plc, XR Associates Ltd v K A Blackburn etc CA 23-Jul-2002
The employer and employees disagreed about whether an element of holiday pay had been included in the rate of pay.
Held: There had to be an explicit agreement between the parties before this could happen. It was not for one side unilaterally . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.171934

The Lord Chancellor, The Lord Chancellors Department v J Coker, M Osamor: EAT 17 Jan 2001

A special adviser was not a civil servant subject to the normal rules governing such, and nor was the appointment of that adviser. The appellant had chosen his special adviser without advertisement, and had chosen someone well known to him. The requirement was not only that someone be appointed who was known to the Chancellor, but also that it be someone in whom he had established trust and confidence. Equally the question of disproportionate impact was broader than the likely impact between men and women. That test had to be judged as within the pool of people who might satisfy the requirements of the post.
EAT Sex Discrimination – Inferring Discrimination

Judges:

The Honourable Lord Johnston

Citations:

Times 23-Jan-2001, EAT/820/99, EAT/819/99

Statutes:

Sex Discrimination Act 1975

Discrimination, Employment, Administrative

Updated: 28 April 2022; Ref: scu.171569

Scanfuture UK Ltd, J M Link v K Bird J M Link C J Bennett Secretary of State for Department of Trade, Secretary of State for Department of Trade: EAT 23 Mar 2001

The new system of appointment of lay members of employment tribunals is compliant with the right to a fair trial before an independent tribunal, particularly now where the Secretary of State had an interest in the proceedings. The Secretary had had power to select and remove the lay members of the tribunal, and the system could therefore give rise to a reasonable perception of unfairness. The decision made under the old rules had to be set aside. The new system provided sufficient guarantees because the lay members were now appointed for a three year period after open competition, and any removal would now involve an element of judicial involvement.
EAT Transfer of Undertakings – Transfer

Judges:

The Honourable Mr Justice Lindsay (President)

Citations:

Times 26-Apr-2001, EAT/980/99, EAT/1353/99, [2001] IRLR 416

Statutes:

European Convention on Human Rights Art 6

Cited by:

CitedAA Lawal v Northern Spirit Limited CA 9-Aug-2002
The appellant had had his case considered by the Employment Appeal Tribunal. He complained that his opponent had been represented in court by an advocate who himself sat part time in the EAT, and that this would lead to undue weight and respect . .
Lists of cited by and citing cases may be incomplete.

Human Rights, Employment

Updated: 28 April 2022; Ref: scu.172037

Vytelingum v Camden and Islington Community Health NHS Trust: EAT 5 Nov 2000

EAT Unlawful Deduction from Wages –

Judges:

His Honour Judge Peter Clark

Citations:

EAT/1455/98

Citing:

See alsoC Vytelingum v Camden and Islington Community Health NHS Trust EAT 5-Dec-2000
EAT Contract of Employment – Breach of Contract . .

Cited by:

See alsoC Vytelingum v Camden and Islington Community Health NHS Trust EAT 5-Dec-2000
EAT Contract of Employment – Breach of Contract . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.171929

J M Walton v The Independent Living Organisation Ltd: EAT 21 Mar 2002

The applicant worked as a care assistant. She was required to be resident but worked shifts through the week. She appealed a finding that she was working ‘unmeasured time’ under regulation 6, asserting that it should have been judged to be ‘time work’
Held: It was important to look at the actual average hours worked, and the pay reference period, and the amount of pay. There was an agreement as to the amount of work done, and therefore the pay calculation was made by reference to that agreement. The fact that a finding that the worker was engaged in ‘time work’ would lead to her being priced out of work, was not a relevant consideration.
EAT National Minimum Wage –

Judges:

The Honourable Mr Justice Holland

Citations:

Times 10-May-2002, EAT/731/01

Statutes:

National Minimum Wage Regulations 1999 (1999 No 584) 3(a) 6

Citing:

DistinguishedJames Wright v Scottbridge Construction Ltd EAT 27-Mar-2001
EAT Contract of Employment – Breach of Contract . .
DistinguishedThe British Nursing Assocation v The Inland Revenue National Minimum Wage Compliance Team EAT 8-Jun-2001
The applicants appealed a finding that their employees were workers within the regulations. The question related to whether bank nurses, who were available to be called on the telephone at home during the night, were working as they waited. The . .

Cited by:

Appeal fromWalton v The Independent Living Organisation CA 26-Feb-2003
The worker was employed as a carer for a lady who would need support at unpredictable times, but on average she would need some 6 hours’ care a day. Whilst at work, the claimant would stay with her patient for a full 24 hour day, but, except when . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.171292

Cerinus v Bell College of Technology: EAT 28 Sep 2001

The employee appealed against the dismissal of her claim for unfair dismissal. Following a re-organisation, she found that there was less and less work of the sort she was employed to undertake. She requested voluntary redundancy and was refused repeatedly. She eventually resigned. The tribunal had failed to give adequate or intelligible reasons for its decision, and the case would normally have to be remitted. The EAT gave some guidance on the duty of an employer to provide work. In such circumstances the issue of redundancy is peripheral. Any such failure to provide work must go to the heart of the employment contract. In this case the period of time over which work was not offered was insufficient to meet this test. In the unusual circumstances of the case, the appeal was dismissed rather than remitted.
EAT Unfair Dismissal – Reason for Dismissal including substantial other reason.

Judges:

The Honourable Lord Johnston

Citations:

EAT/218/01

Links:

EAT

Citing:

AppliedMeek v City of Birmingham District Council CA 18-Feb-1987
Employment Tribunals to Provide Sufficient Reasons
Tribunals, when giving their decisions, are required to do no more than to make clear their findings of fact and to answer any question of law raised.
Bingham LJ said: ‘It has on a number of occasions been made plain that the decision of an . .
CitedWestern Excavating (ECC) Ltd v Sharp CA 1978
To succeed in a claim for constructive dismissal the plaintiff must establish a breach of contract by the defendant, that the breach was sufficiently serious to have justified the claimant resigning, or at least be the last in a series of events . .
CitedWilliam Hill Organisation Ltd v Tucker CA 8-Apr-1998
In the absence of a sufficient clause providing otherwise, an employee required not to attend work during his notice period may work for another employer during that period. The court should ask whether the bargain between the employer and the . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.168335

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

Meakin v Liverpool City Council, Leisure Services Directorate: EAT 28 Sep 2001

The applicant had worked for the respondent for many years. He was alleged to have been involved in a fight on the premises, and under the applicable policy, this was gross misconduct. He was dismissed, and appealed a finding against his unfair dismissal claim.
Held: The test was did the employer believe that the conduct had taken place, was that belief reasonable, after a proper and reasonable investigation, and was it reasonable to dismiss having regard to the gravity of the misconduct which the employer believed had occurred? The tribunal and employer had properly looked at the differences between the two employees concerned. The appeal failed.
EAT Unfair Dismissal – Reason for Dismissal

Judges:

Sir Christopher Bellamy QC

Citations:

EAT/142/00, EAT/142/00

Links:

EAT

Citing:

CitedBritish Home Stores Ltd v Burchell EAT 1978
B had been dismissed for allegedly being involved with a number of other employees in acts of dishonesty relating to staff purchases. She had denied the abuse. The tribunal had found the dismissal unfair in the methods used to decide to dismiss her. . .
CitedWeddel and Company v Tepper CA 1980
Whether employer’s belief in employee’s misconduct was reasonable. . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.168334

Voteforce Associates Ltd v K Quinn: EAT 30 Jul 2001

The applicant had worked as a waitress for the company, working as they requested, and also at her own option. She claimed the right to paid leave under the working time regulations. The tribunal found that she had been continuously employed for 13 weeks. The regulations required that the relationship be governed by a contract of employment during such a period. The provisions are opaque, but the rules as to calculation of weekly pay are not relevant in calculating continuous employment, and the regulations provide the entire definition. In this case there was no mutuality of obligation either to provide or undertake work, and accordingly there was no contract of service. The regulation may not correctly implement the Directive in this respect.
EAT Unlawful Deduction from Wages –

Judges:

His Honour Judge Peter Clark

Citations:

EAT/1186/00

Statutes:

Working Time Regulations 1998 (1998 No 1833) 13, Employment Rights Act 1996 221 222 223 224, EC Directive 93/104

Jurisdiction:

England and Wales

European, Employment

Updated: 28 April 2022; Ref: scu.168300

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

M Franks M P Sowerby G Howells, J W Raby v The Torrington Co Ltd: EAT 19 Sep 2001

The applicants had been dismissed for redundancy. They appealed refusal of orders to disclose documents, which they contended would show that the scoring system chosen to make selections, had been manipulated to ensure their selection.
Held: No error of law had been shown, nor sufficient reason to require the wide ranging disclosure requested.
EAT Procedural Issues – Employment Tribunal

Judges:

His Honour Judge Peter Clark

Citations:

EAT/0617/01

Links:

EATn

Citing:

CitedBritish Aerospace plc v Green and Others CA 18-Apr-1995
The employer was to make 530 members of its staff redundant. Each staff member was assessed and scored. The claimants said that the method of selection was unfair, and sought disclosure of the scores of all employees.
Held: It was wrong to . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.168312

B L Bhatia v Wincanton Logistics: EAT 23 Jul 2001

The applicant’s job was ‘out-sourced’ with the effect that his earnings were considerably reduced. He reluctantly accepted new conditions. It was wrongly understood by all parties at the time that the change was governed by the regulations. He claimed damages for an unlawful deduction of wages in respect of the diminution. The tribunal decided it was not a qualifying transfer, but that the original terms had been adopted by the new employer. There was no duress and he had in fact adopted the new contract. He appealed again for the absence of full reasons, and that the tribunal had erred in relying upon a point of law not argued by the parties.
Held: The reasons were adequate, and though the parties might have been given chance to make representations upon the point of law, that point had not been essential to the decision.
EAT Unlawful Deduction from Wages –

Judges:

Mr Commissioner Howell QC

Citations:

EAT/827/99

Statutes:

Transfer of Undertakings (Protection of Employment) Regulations 1981 (1981 No 1794)

Jurisdiction:

England and Wales

Employment

Updated: 28 April 2022; Ref: scu.168271

Regina (Kwik-Fit (GB) Ltd) v Central Arbitration Committee: CA 18 Mar 2002

The union sought recognition, but the employer did not accept the proposed bargaining unit. The union took their request to the respondent. The employer appealed their decision, and the committee appealed that first instance decision.
Held: The procedure under the schedule is unusual, and is intended to reflect the Union’s need for bargaining rights. It was not for the committee to judge between proposed alternative proposed bargaining units, but rather to test if the one proposed in the Union’s application met the statutory criteria, and to hear the employer’s views. The committee had so acted, and their decision was re-instated.

Judges:

Lord Justice Buxton, Lord Justice Latham and Sir Denis Henry

Citations:

Times 29-Mar-2002

Statutes:

Trade Union and Labour Relations (Consolidation) Act 1992 Sch A1

Jurisdiction:

England and Wales

Employment

Updated: 28 April 2022; Ref: scu.168064

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

Skilton v T and K Home Improvements Ltd: CA 18 Apr 2000

An employment contract provided for an employer to make payments in lieu of notice on termination of the contract, and for instant dismissal without such payment in appropriate cases. The contract also provided for the dismissal without notice for a failure to meet sales targets. But it was held that this right did not sufficiently clearly exclude the right to payment of three months’ salary in lieu of notice. The termination with immediate effect did not fall within other misconduct provisions.

Citations:

Times 18-Apr-2000

Jurisdiction:

England and Wales

Employment

Updated: 28 April 2022; Ref: scu.89297

Petch v Customs and Excise Commissioners: CA 29 Mar 1993

A former employer has no duty of care regarding the accuracy of information provided to the trustees of a pension fund regarding the work record of that employee.

Citations:

Ind Summary 29-Mar-1993, [1993] ICR 789

Jurisdiction:

England and Wales

Cited by:

CitedWaters v Commissioner of Police for the Metropolis HL 27-Jul-2000
A policewoman, having made a complaint of serious sexual assault against a fellow officer complained again that the Commissioner had failed to protect her against retaliatory assaults. Her claim was struck out, but restored on appeal.
Held: . .
CitedMajrowski v Guy’s and St Thomas’ NHS Trust CA 16-Mar-2005
The claimant had sought damages against his employer, saying that they had failed in their duty to him under the 1997 Act in failing to prevent harassment by a manager. He appealed a strike out of his claim.
Held: The appeal succeeded. The . .
Lists of cited by and citing cases may be incomplete.

Negligence, Employment

Updated: 28 April 2022; Ref: scu.84681

P v National Association of School Masters/Union of Women Teachers: QBD 3 May 2001

Action taken by teachers to refuse to teach a disruptive pupil was in the nature of industrial action. Encouragement to take such action by the teachers’ union made the union responsible for such action. The breach related to a refusal to comply with the employer’s requests as to the manner and circumstances of performance of the employment contract obligations. An accidental failure to ballot each and every union member of staff, was not sufficient to remove the union’s exemption of liability where the mistake if corrected would clearly have made no difference to the result of the ballot.

Citations:

Times 03-May-2001

Statutes:

Trade Union and Labour Relations (Consolidation) Act 1992 235A 232B

Jurisdiction:

England and Wales

Cited by:

Appeal fromP v National Association of School Masters/Union of Women Teachers CA 25-May-2001
Industrial action taken by teachers refusing to teach a disruptive pupil was related to their terms and conditions of employment. Encouragement to take such action by the teachers’ union made the union responsible for such action. The breach related . .
Lists of cited by and citing cases may be incomplete.

Employment, Education

Updated: 28 April 2022; Ref: scu.84522

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

Jones v Governing Body of Burdett Coutts School: EAT 30 Sep 1998

EAT The Employment Appeal Tribunal refused to allow on appeal an employee’s more senior legal representative to re-open a point of law wrongly conceded at the Industrial Tribunal because of the need to achieve finality in litigation.

Citations:

Gazette 30-Sep-1998, (1998) IRLR 521

Jurisdiction:

England and Wales

Citing:

Remitted fromJones v Governing Body of Burdett Coutts School CA 2-Apr-1998
The Employment Appeal Tribunal must give reasons for its decision, if it chooses to allow the amendment of appeal the papers in order to hear a point of law which had been conceded in the industrial tribunal. Citing Liverpool Corporation v Wilson, . .

Cited by:

CitedSlack and Others v Cumbria County Council and Another CA 3-Apr-2009
The court was asked when the six month’s limit for beginning equal pay proceedings began. The new section 2ZA set the qualifying date as ‘the date falling six months after the last day on which the woman was employed in the employment.’ The problem . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.82603

Everson and Another v Secretary of State for Trade and Industry and Another Case C-198/88: ECJ 1 Feb 2000

Where a company in one member state, had employees working in another member state, and those employees and the company as required paid taxes in the company wher ethe work was carrid out, then upon the insolvency of the company, the member state liable as the state guaranteeing the employment obligations of the insolvent employer was the state in which the work was carried out, and not the company’s home state.

Citations:

Times 01-Feb-2000

Jurisdiction:

European

Employment, Benefits

Updated: 28 April 2022; Ref: scu.80396

Duffy v Yeoman and Partners Ltd: CA 15 Jul 1994

Redundancy decision without consultation where ‘no difference’ was found, and there was no alternative, was not unfair.

Judges:

Balcombe LJ

Citations:

Independent 15-Jul-1994, Times 26-Jul-1994, [1995] ICR 1

Statutes:

Employment Protection (Consolidation) Act 1978 57(3)

Jurisdiction:

England and Wales

Citing:

Appeal fromDuffy v Yeomans and Partners Ltd EAT 7-Apr-1993
. .
CitedMelon v Hector Powe Ltd HL 6-Nov-1980
Appeals on the ground of perversity will only succeed where it is shown that no reasonable Tribunal, properly directed in law, could have reached the decision made. The court set out the duties and powers of appellate courts in employment law: ‘It . .

Cited by:

CitedWarner v Adnet Limited CA 26-Feb-1998
A dismissal of employees by administrative receivers just before the sale of a company as going concern was a redundancy outside the protection given by the TUPE provisions. ‘in view of the facts found by the tribunal about the appointment of the . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 28 April 2022; Ref: scu.80160

Booth et Al v United States of America: EAT 24 Mar 1999

Employees employed under fixed term contracts with two week periods in between were not continuously employed despite the expectation of the renewal of employment and the use of same employee number and same lockers.

Citations:

Gazette 24-Mar-1999, [1999] IRLR 16

Statutes:

Employment Rights Act 1996 212(3)(c)

Jurisdiction:

England and Wales

Employment

Updated: 28 April 2022; Ref: scu.78489

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

Brake Brothers Limited v Ungless: QBD 2004

The court considered the law relating to post employment restrictive covenants. Gloster J said: ‘(1) Covenants in Restraint of Trade are prima-facie unlawful and accordingly are ‘to be treated with suspicion’ see per Laddie J in Countrywide Assured Financial Services Limited v Smart ChD 7 May 2004.
It is for the covenantee to identify a legitimate business interest that is capable of protection.
It is for the covenantee to show that the covenant extends no further than is reasonably necessary to protect that interest and the court will enforce the covenant only if it goes no further than is reasonably necessary to protect the trade interest or other legitimate interest of the previous employer: see, for example Scott LJ (as he then was) in Scully UK Limited v Lee [1998] 1 ICR 259
The Court will scrutinise more carefully covenants in employment contracts, as opposed to ordinary commercial contracts where it will more readily uphold the covenant as being agreed between parties of assumed equal bargaining power.
A covenant should be assessed for its validity at the date upon which the contract was made.
A covenant will be upheld if the employer can show that it has been designed to protect his legitimate interests that, properly construed, the covenant extends no further than is reasonable necessary to protect those interests: see Mason v Provident Clothing Supplies Limited [1913] AC 724; Herbert Morris v Saxelby [1916] 1 AC 688.
If a covenant can be construed in two ways, one of which leads to its invalidity, then the Court should prefer the alternative construction: see Turner v Commonwealth and British Minerals Limited [2000] 1 IRLR 114 at para. 14.
A covenant should be interpreted in the context of the agreement as a whole so as to give effect to the intention of the parties.
The legitimate interests which justify the imposition of a covenant in restraint of trade are (i) trade connection, (ii) trade secrets or confidential information akin to a trade secret; (iii) staff stability.
Trade connection is established where it can be shown, by virtue of his position with the employer, the employee will have recurrent contact with customers or, as in this case, suppliers, such that the employee is likely to acquire knowledge of and influence over the customers or suppliers.
An employer has a legitimate interest in maintaining the stability of his workforce.
In order to determine whether an item of information is a trade secret or confidential information akin to a trade secret, the Court should have regard to a number of factors as described by the Court of Appeal in Faccenda Chickens v Fowler [1987] 1 Ch 117 at pages 137B to 138H, including the nature of the employment and the nature of the information itself. It is clear that this must be a trade secret or information of such a highly confidential nature as to require the same protection. This was explained by Lord Shaw in Herbert Morris v Saxelby (supra) at page 714 as follows: –
Trade secrets, the names of customers, all such things which in sound philosophical language are denominated objective knowledge – these may not be given away by a servant; they are his master’s property, and there is no rule of public interest which prevents a transfer of them against the master’s will being restrained. On the other hand, a man’s aptitudes, his skill, his dexterity, his manual or mental ability – all those things which in sound philosophical language are not objective, but subjective – they may and they ought not to be relinquished by a servant; they are not his master’s property; they are his own property; they are himself. There is no public interest which compels the rendering of those things dormant or sterile or unavailing; on the contrary, the right to use and expand his powers is advantageous to every citizen, and may be highly so for the country at large. This distinction, which was also questioned in argument, is just as plain as the other.
An excellent concrete example of the latter point may be found in the present case. The second head of the injunction claimed is ‘from divulging or communicating . . information as to the customers or affairs of the plaintiff company and from otherwise divulging or using such information’. This [is] purely objective, and it was with exact correctness made the subject of a separate claim’
A trade secret has also been defined as information used in a business, the disclosure of which to a competitor would be liable to cause real or significant harm to the owner of the information and the dissemination of which has either been limited or not encouraged: see Lansing Linde v Kerr [1991] 1 WLR 251 at 260B to D per Staughton LJ. Other factors include whether the employer impressed upon the employee the confidentiality of the information (the attitude of the employer towards the information provides evidence which may assist in determining whether the information can properly be regarded as a trade secret); whether the relevant information can be easily isolated from information which the employee is free to use; and whether it is information, the use of which a man of average intelligence and honesty would regard as improper.
It is clear that an area or non-competition covenant may be justified where the interest to be protected is trade secrets or confidential information akin to a trade secret, notwithstanding that there is an obligation present in the contract not to divulge confidential information post termination. Such a covenant, the authorities show, may be justified because it can be difficult for a former employer to police compliance with an obligation relating to trade secrets or confidential information akin to a trade secret. In addition, such a covenant can be justified by the fact that there are serious difficulties in identifying precisely what is, or what is not, a trade secret, or confidential information akin to a trade secret; see Littlewoods Organisation v Harris [1997] 1 WLR 1472 at pages 1479A-E, where Lord Denning said:
‘But experience has shown that it is not satisfactory to have simply a covenant against disclosing confidential information. The reason is because it is so difficult to draw the line between information which is confidential and information which is not: and it is very difficult to prove a breach when the information is of such a character that a servant can carry it away in his head. The difficulties are such that the only practicable solution is to take a covenant from the servant by which he is not to go to work for a rival in trade. Such a covenant may well be held to be reasonable if limited to a short period.’
Likewise in CR Smith Glaziers Limited v Greenan (1993) SLT 1221, the court said at page 1223F:
‘. . it is well established that a prohibition against disclosing trade secrets is practically worthless unless it is accompanied by a restriction upon the employee possessed of secrets against entering the employment of competitors.’
See also Printers and Finishers Limited v Holloway [1965] 1 WLR 1 at page 6; Faccenda Chicken Limited v Fowler [1987] 1 Ch 117 at pages 137G-138G; Turner v Commonwealth and British Minerals Limited [2000] IRLR 114 at para 18; Kall-Kwik Printing v Rush [1996] FSR 114 at page 124. However, the courts will scrutinise their covenants with particular care because of their broad anti-competition effect, enquiring whether a lesser form of restriction (for example a non-solicitation clause) might not have given the employer sufficient protection and have been a more proportionate form of embargo than one which bars out competitive employment in the whole of the United Kingdom; see Office Angels Limited v Rainer-Thomas [1991] IRLR 214 paragraphs 45-58 and Countrywide Assured Financial Services Limited v Smart (supra).
In any event, a balance has to be struck between the degree of protection legitimately required by the Claimant (which is permissible) and the degree of restriction or legitimate use of skill and knowledge and legitimate competition (which is impermissible); see Office Angels (supra) at para 58. In considering the anti-competitive effect of the area covenant, the court should consider whether the existence of the provision would diminish the Defendant’s prospects of employment; Stenhouse Australia Limited v Phillips [1974] AC 391 at page 124C-D.
In cases where a restrictive covenant is sought to be enforced the trade secret (or confidential information akin to a trade secret) must be particularised sufficiently to enable the court to be satisfied that the employer has a legitimate interest to protect, but no more than that; see Scully UK Limited v Lee (supra) [1998] IRLR 259 at para 23.
The covenant to protect the use or disclosure of trade secrets (or confidential information akin to a trade secret) does not depend upon the employee taking documents or memorising the contents of documents. It can properly apply to trade secrets (or confidential information akin to a trade secret) which the employee may carry away in his head; see, eg, Polly Lina Limited v Finch [1995] FSR 751 at page 757.’

Judges:

Gloster J

Citations:

[2004] EWHC 2799

Jurisdiction:

England and Wales

Cited by:

CitedIntercall Conferencing Services Ltd v Steer QBD 15-Mar-2007
The claimant company sought an interim injunction to prevent the defendant, a former employee, from working for a competitor in breach of a clause in his contract and from divulging any confidential information. The defendant said that the . .
CitedKynixa Ltd v Hynes and others QBD 30-Jun-2008
Complaint of breaches of employment contracts and shareholders’ agreements. . .
Lists of cited by and citing cases may be incomplete.

Employment, Contract

Updated: 28 April 2022; Ref: scu.269954

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

Bunting and Others v Hertel (Uk) Ltd: EAT 28 Jun 2001

The appellants claimed to have been unfairly dismissed. They had been owners, through a discretionary trust, of a company sold to the respondents. They claimed also to have been employees. Following the sale, they were dismissed, and they asserted this arose from a relevant transfer. They had been paid salary, but had no formal contract. No assets had been transferred to the new company, and only three employees had transferred. There had been no relevant transfer.
EAT Transfer of Undertakings – Dismissal

Judges:

Lindsay P J

Citations:

EAT/1453/99, EAT/1454/99

Statutes:

Transfer of Undertakings (Protection of Employment) Regulations 1981 (1981 No 1794) 3(1)

Jurisdiction:

England and Wales

Citing:

CitedSecretary of State for Trade and Industry v Bottrill CA 12-Feb-1999
There is no rule of law, to suggest that a sole director and owner of majority of shareholding, could not be an employee of that company, and be entitled to a redundancy payment on the liquidation of the company. ‘If the tribunal considers that the . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 27 April 2022; Ref: scu.168258

Dean and Dean (A Firm) and Others v DionissiouMoussaoui: CA 17 Nov 2011

Appeal about costs in an employment tribunal

Citations:

[2011] EWCA Civ 1332

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

See AlsoDean and Dean Solicitors v DionissiouMoussaoui CA 17-Nov-2011
The court considered the limited role of an appellate court, being vested only with jurisdiction to entertain questions of law when it considers a Tribunal’s decision on the question of costs. Mummery LJ said: ‘This court is not entitled to . .
Lists of cited by and citing cases may be incomplete.

Contract, Employment

Updated: 27 April 2022; Ref: scu.448377

Verizon European Works Council and Another v The Central Management of The Verizon Group (Central Arbitration Committee (CAC)): EAT 1 Oct 2020

The Verizon European Works Council applied to the EAT under regulations 21 and 21A of the Transnational Information and Consultation of Employees Regulations 1999 (TICER) for the issue of penalty notices against Verizon’s central management for breaches of TICER and the agreement between the parties which were the subject of findings by the CAC.
On the first, relating to a failure to properly inform and consult with the EWC about a proposed reorganisation involved redundancies in eight European countries between 21 December 2018 and 24 January 2019, the EAT issued a penalty notice in the sum of pounds 35,000.
On the second, relating to a refusal to pay the expenses of the appointment of Mr Buckle as an expert to pursue the complaint to the CAC, the EAT found that there was no reasonable excuse shown for the initial refusal between 18 and 21 June 2019 and issued a penalty notice in the sum of pounds 5,00

Citations:

[2020] UKEAT 0053 – 20 – 0110

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 27 April 2022; Ref: scu.655542

Curless v Shell International Ltd: CA 22 Oct 2019

‘The central issue on this appeal is whether the Employment Tribunal was correct to order on a preliminary hearing that two paragraphs of the disability discrimination and victimisation claim of the respondent should be struck out on the ground that they referred to respectively an email and a conversation in respect of which Shell is entitled to claim legal advice privilege’
A grant of anonymity in a lower court is not binding on the court of appeal and application must be made for a further order, and: ‘due to the importance of the principle of open justice it will usually only be in an exceptional case, established on clear and cogent grounds, that derogation from the principle of open justice (including the freedom to publish court proceedings) will be justified; and, in such a case, the derogation must be no more than strictly necessary to achieve its purpose. There is no general exception to open justice where privacy or confidentiality are in issue.’

Judges:

Sir Terence Etherton MR, Lord Justice Lewison and Lord Justice Bean

Citations:

[2019] EWCA Civ 1710, [2020] ICR 431, [2019] WLR(D) 578

Links:

Bailii, WLRD

Jurisdiction:

England and Wales

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.

Employment, Litigation Practice

Updated: 27 April 2022; Ref: scu.642666

Gan Menachem Hendon Ltd v De Groen (Sex Discrimination : Religion or Belief Discrimination : Harassment): EAT 12 Feb 2019

SEX DISCRIMINATION – Direct
SEX DISCRIMINATION – Indirect
RELIGION OR BELIEF DISCRIMINATION
HARASSMENT
The Appeal Tribunal dismissed appeals against findings that the Respondent had been subjected to direct sex discrimination and harassment. The Tribunal’s findings of fact were a sufficient basis for its conclusions on each of these claims.
The Appeal Tribunal allowed the Appellant’s appeal against the Tribunal’s decision that there had been direct discrimination against the Respondent on grounds of religion or belief. The Employment Tribunal had incorrectly concluded that an employer acting because of its own religion or belief discriminated against its employees – Lee v Ashers Baking Co Limited [2018] 3 WLR 1294 applied. There was no sufficient evidential basis for any conclusion that the Appellant discriminated against the Respondent because of her religion or belief.
The Appeal Tribunal allowed an appeal against the Employment Tribunal’s conclusion that there had been indirect discrimination on grounds of religion or belief. There was no sufficient evidence to support the Tribunal’s conclusion that the Appellant had applied any provision criterion or practice to the Respondent – Nottingham City Transport Limited v Harvey (UKEAT/032/12, [2012] UKEAT 0032 – 12 – 0510) applied. Further, if the provision criterion or practice identified by the Employment Tribunal were applied, there was no comparative disadvantage – see section 19(2)(b), Equality Act 2010.

Citations:

[2019] UKEAT 0059 – 18 – 1202

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 27 April 2022; Ref: scu.633781

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

The Professional Trades Union for Prison, Correctional and The Secure Psychiatric Workers (“The POA”) v Rolfe: EAT 30 Oct 2018

CERTIFICATION OFFICER

The Appellant, The Professional Trades Union for Prison, Correctional and Secure Psychiatric Workers (referred to as the Union), appealed from a Decision of a Certification Officer made pursuant to section 108A(1) Trade Union and Labour Relations (Consolidation) Act 1992 (‘the 1992 Act’), granting an application by Mr Rolfe for a declaration that on or about 3 May 2017, the Union breached Rule 10.9 of its Rules by disqualifying Mr Rolfe from holding a position on the Union’s National Executive Committee until May 2026.
The question whether or not there had been a breach turned on whether Mr Rolfe, resigned from his office as National Chair of the NEC during his elected term. The Certification Officer held that he did not resign but instead, ceased to be a member of the NEC by virtue of his resignation as a Prison Officer and not being eligible for membership of the Union.
The Employment Appeal Tribunal held that the Certification Officer erred in law in reaching that conclusion by misconstruing the Union’s Rules, and failing properly to interpret the letter dated 3 May 2017 by which Mr Rolfe made clear that he was standing down from his position as National Chair. On a proper construction of the Rules, Mr Rolfe could have resigned from employment as a Prison Officer but remained a full member of the Union employed as its National Chair. Furthermore, the language used by Mr Rolfe in the letter of 3 May 2017 was clearly and unambiguously language communicating his decision to stand down from his position as National Chair and reasonably understood by the Union as a letter of resignation.

Judges:

Simler DBE J P

Citations:

[2018] UKEAT 0166 – 18 – 3010

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 27 April 2022; Ref: scu.633788

Palace Shipping Co Ltd v Caine and Others: HL 29 Jul 1907

Seamen in December 1904 signed articles agreeing to serve on a three years’ voyage commencing at Glasgow and proceeding to Hong-Kong and any other ports within certain specified degrees of latitude. The vessel arrived at Hong-Kong with a cargo of coals in February 1905 at a time when war had been going on between Russia and Japan for more than a twelvemonth. At Hong-Kong the seamen were ordered by the master to take the vessel to Sasebo, a port within the specified degrees, and a naval base of Japan. Coal had been declared contraband of war by both belligerents, and the vessel would accordingly be liable to be captured or (according to Russian practice) be sunk upon the voyage. The seamen refused to proceed, and were sentenced to ten weeks’ imprisonment by the port magistrate, and no wages were paid to them.
In an action by the seamen against the owners of the vessel, held ( affirming a judgment of the Court of Appeal) (1) that the seaman were justified in refusing to proceed to Sasebo, as the voyage was a voyage of a character not contemplated by the articles according to their fair meaning; (2) that they were entitled to a decree for the amount of their wages from December 1904 until the date of the judgment of the Court of Appeal; (3) ( diss. Lord Atkinson) that in the special circumstances of the case they were entitled to a further sum under the head of ‘maintenance’ or ‘damages.’

Judges:

Lord Chancellor, Lords Macnaghten, James of Hereford, Robertson, and Atkinson

Citations:

[1907] UKHL 1008

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 27 April 2022; Ref: scu.622311

Board of Trade v Baxter and Another, ‘The Scarsdale’: HL 29 Jul 1907

A fireman signed articles of agreement for a ‘voyage not exceeding one year’s duration to any ports or places within the limit of 75 degrees north and 60 degrees south latitude, commencing at Cardiff, proceeding thence to Malta, thereafter trading to ports in any rotation, and to end at such port in the United Kingdom or Continent of Europe, within home trading limits, as may be required by the master.’
The vessel proceeded to Malta, the Black Sea. and thence back to Southampton, where she unloaded her cargo, and where the fireman claimed his discharge. The master refused, and required him to go on with the ship to Cardiff. Held that the master was justified (in view of the agreement, which in no way contravened sec. 11 of the Merchant Shipping Act 1894) in his refusal, it being within his power to determine (with in certain limits, including Cardiff), the port at which the voyage should terminate, and the discharge of the cargo at Southampton not being equivalent to the termination of the voyage.

Judges:

Lord Chancellor (Loreburn), Lords James of Hereford, Atkinson, and Collins

Citations:

[1907] UKHL 640, 45 SLR 640

Links:

Bailii

Statutes:

Merchant Shipping Act 1894

Jurisdiction:

England and Wales

Employment, Transport

Updated: 27 April 2022; Ref: scu.622300

Villeneuve v Commission: ECFI 5 Sep 2018

(Judgment) Public service – Recruitment – Open competition – Notice of competition EPSO / AD / 303/15 (AD 7) – Verification by EPSO of the conditions for admission to the competition – Professional experience of less than the minimum duration required – Nature of the review of the condition of admission related to professional experience – Obligation to state reasons – Manifest error of assessment of the selection board – Equal treatment

Citations:

T-671/16, [2018] EUECJ T-671/16

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 27 April 2022; Ref: scu.621628

General Billposting Co v Atkinson: HL 14 Dec 1908

A company manager obtained damages for wrongful dismissal against the company. His contract of service had bound him not to carry on competing trade. Held that the company were no longer entitled to enforce this restriction in consequence of their breach of contract.

Judges:

Lord Chancellor (Loreburn), the Earl Of Halsbury, Lords Robertson and Collins

Citations:

[1908] UKHL 701, [1909] AC 118, 46 SLR 701

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 26 April 2022; Ref: scu.621528

South Wales Miners’ Federation and Others v Glamorgan Goal Co and Others: HL 14 Apr 1905

Held that the fact that a federation of miners in inducing its members to break their contracts of service with their employers acted without malice and in the bona fide belief that the breach of contract would benefit both the miners and their employers, formed no defence to an action brought by the latter against the federation for damages for wrongfully procuring and inducing their workmen to break their contracts of service.

Judges:

Lord Chancellor (Halsbury), Lords Macnaghten, James of Hereford, and Lindley

Citations:

[1905] UKHL 877, 42 SLR 877

Links:

Bailii

Jurisdiction:

England and Wales

Contract, Employment

Updated: 26 April 2022; Ref: scu.621178

Patel v Folkestone Nursing Home Ltd (1843): CA 17 Jul 2018

Citations:

[2018] EWCA Civ 1843

Links:

Bailii

Jurisdiction:

England and Wales

Cited by:

See AlsoPatel v Folkestone Nursing Home Ltd (1689) CA 17-Jul-2018
The court considered legal effect of a contractual disciplinary appeal procedure in an employment contract in relation to the dismissal of an employee for misconduct, whose appeal is then allowed by the employer pursuant to that procedure. . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 26 April 2022; Ref: scu.621102

Office Equipment Systems Ltd v Hughes: CA 1 Aug 2018

The case had been decide on the basis of the papers after the employer had failed to submit a response. It now appealed against a refusal to allow them to be heard as to the assessment of damages.
Held: The appeal succeeded. The tribunal should apply the practice which apply in standard civil claims.

Judges:

Underhill, Bean LJJ

Citations:

[2018] EWCA Civ 1842, [2018] WLR(D) 510

Links:

Bailii, WLRD

Statutes:

Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013

Jurisdiction:

England and Wales

Employment

Updated: 26 April 2022; Ref: scu.621037

Gibson and Co v Wishart: HL 14 May 1914

Where employers apply for a review of the compensation payable by them weekly to a workman under an arbiter’s award, on the ground that the workman’s incapacity ceased at a date antecedent to the date of the application, at which date they have in fact ceased payment, the review may be, not only from the date of the application, but from such date, subsequent to the antecedent date stated in the application, as in fact it is found that the incapacity ceased.

Judges:

Lord Chancellor (Haldane), Lord Atkinson, Lord Shaw, Lord Sumner, Lord Parker, and Lord Parmoor

Citations:

[1914] UKHL 516, 51 SLR 516

Links:

Bailii

Statutes:

Workmen’s Compensation Act 1906

Jurisdiction:

Scotland

Employment

Updated: 26 April 2022; Ref: scu.620718

Parker v Owners of Ship ‘Black Rock’: HL 11 May 1915

A seaman, with leave, went on shore to buy provisions, his contract of service being ‘Crew to supply their own provisions.’ On the seaman’s return he fell into the water and was drowned, somewhere in the length of the pier at the end of which his ship had been moored, but from which she had been moved to another berth.
Held that the accident did not arise ‘out of and in the course of his employment.’

Judges:

Earl Loreburn, Lords Parker, Sumner, Parmoor, and Wrenbury

Citations:

[1915] UKHL 500, 53 SLR 500

Links:

Bailii

Jurisdiction:

England and Wales

Health and Safety, Personal Injury, Employment

Updated: 26 April 2022; Ref: scu.620684

Amalgamated Society of Railway Servants v Osborne: HL 21 Dec 1909

A trade union altered its rules by adding as an object ‘to secure parliamentary representation.’ The new rules also established for this purpose a money levy compulsory upon the members of the trade union, and provided that all parliamentary candidates ‘shall sign and accept the conditions of the Labour Party.’
Held that the rules imposing the levy were invalid and unenforceable, because such objects were ultra vires of the trade union, or ( per Lord Shaw) illegal as contrary to public policy.

Judges:

The Earl of Halsbury, Lords Macnaghten, James of Hereford, Atkinson, and Shaw

Citations:

47 SLR 613, [1909] UKHL 613

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 25 April 2022; Ref: scu.620590

Conway v Wade: HL 27 Jul 1909

A trade union official, in order to enforce payment of a fine by a member, uttered threats to his employer and thereby procured his discharge. These proceedings were not authorised by the trade union, and in fact there was no trade dispute existing or contemplated by the men. In an action of damages by the discharged workman, held that the defender had committed an actionable wrong, and that his liability therefor was not affected by the Trade Disputes Act 1906, section 3, the act complained of not being done in contemplation or furtherance of a trade dispute.

Judges:

Lord Chancellor (Loreburn), Lords Macnaghten, James of Hereford, Atkinson, Collins, Gorell, and Shaw

Citations:

[1909] UKHL 578, 47 SLR 578

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 25 April 2022; Ref: scu.620586

Somoza Hermo and Ilunion Seguridad: ECJ 11 Jul 2018

Safeguarding of Employees Rights – Taking Over of Employment Contracts In Accordance With The Terms of A Collective Agreement – Judgment – Reference for a preliminary ruling – Directive 2001/23/EC – Article 1(1) – Transfer of an undertaking – Article 3(1) – Safeguarding of employees’ rights – Taking over of employment contracts in accordance with the terms of a collective agreement – Collective agreement excluding the obligation, for the transferor and transferee of the undertaking, to assume joint and several liability in respect of the obligations, including those relating to wages, which arose from employment contracts before that undertaking was transferred

Citations:

[2018] WLR(D) 434, ECLI:EU:C:2018:559, [2018] EUECJ C-60/17

Links:

WLRD, Bailii

Jurisdiction:

European

Employment

Updated: 25 April 2022; Ref: scu.620045

SQ v EIB: ECFI 13 Jul 2018

Judgment – Public service – Staff of the EIB – Complaint for psychological harassment – Administrative inquiry – Concept of ‘moral harassment’ – Requirement that the conduct complained of be repeated as constituting ‘moral harassment’ – Refusal to open the disciplinary procedure to against the perpetrator of these behaviors – Obligation of confidentiality relating to the existence of an administrative inquiry procedure in progress and, subsequently, to the decision closing the proceedings finding the existence of a case of moral harassment

Citations:

ECLI:EU:T:2018:478, T-377/17, [2018] EUECJ T-377/17

Links:

Bailii

Jurisdiction:

European

Employment, Torts – Other

Updated: 25 April 2022; Ref: scu.620048

Quadri Di Cardano v Commission: ECFI 13 Jul 2018

Judgment – Civil service – Contract staff – Expatriation allowance – Article 4 (1) (b) of Annex VII to the Staff Regulations – Ten-year period of reference – Nationality of the country of employment – Residence in the State of assignment – Functions in an international organization – Temporary employment contract

Citations:

ECLI:EU:T:2018:480, T-273/17, [2018] EUECJ T-273/17

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 25 April 2022; Ref: scu.620039

Curto v Parliament: ECFI 13 Jul 2018

Accredited Parliamentary Assistants – Psychological Harassment – Judgment – Civil service – Accredited parliamentary assistants – Article 24 of the Staff Regulations – Request for assistance – Article 12a of the Staff Regulations – Psychological harassment – Advisory Committee dealing with harassment complaints between Accredited Parliamentary Assistants and Members of the European Parliament and its prevention at the workplace – Decision rejecting the request for assistance – Error of assessment – Scope of the duty to provide assistance – Duration of the administrative procedure – Reasonable period – Refusal to disclose reports drawn up by the Advisory Committee

Citations:

T-275/17, [2018] EUECJ T-275/17, ECLI:EU:T:2018:479

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 25 April 2022; Ref: scu.620013

Patel v Folkestone Nursing Home Ltd (1689): CA 17 Jul 2018

The court considered legal effect of a contractual disciplinary appeal procedure in an employment contract in relation to the dismissal of an employee for misconduct, whose appeal is then allowed by the employer pursuant to that procedure.

Citations:

[2018] EWCA Civ 1689

Links:

Bailii

Jurisdiction:

England and Wales

Citing:

See AlsoPatel v Folkestone Nursing Home Ltd (1843) CA 17-Jul-2018
. .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 25 April 2022; Ref: scu.619879

Lees v Dunkerley Brothers: HL 3 Nov 1910

A workman was injured while at work owing to the negligence of two fellow-servants. The employers became liable to pay him compensation, and claimed to be indemnified by the fellow-servants, as liable to pay damages under ‘a legal liability in some person other than the employer’ to pay damage in respect of the injury. Held that the fellow-servants’ negligence constituted legal liability in terms of the Act, and that the doctrine of collaborateur did not affect the liabilities of servants inter se.

Citations:

[1910] UKHL 724

Links:

Bailii

Statutes:

Workmen’s Compensation Act 1906 6

Jurisdiction:

England and Wales

Employment, Negligence, Personal Injury

Updated: 25 April 2022; Ref: scu.619802