EAT VICTIMISATION DISCRIMINATION – Protected disclosure
PRACTICE AND PROCEDURE
Striking-out/dismissal
Imposition of deposit
The Employment Judge did not err in law in deciding that the claim should not be struck out: the letter dated 15 October contained ‘information’; and it was a matter for a full hearing whether the information, in the reasonable belief of the Claimant, tended to show that her employer had failed, was failing or was likely to fail to comply with any legal obligation – in particular to comply with its contractual obligations to her.
The Employment Judge had, however, given no reasons at all for concluding that a deposit order ought not to be made. Matter remitted to be considered again – preferably with another outstanding application which required a hearing.
David Richardson J
[2013] UKEAT 0290 – 13 – 2009
Bailii
England and Wales
Employment
Updated: 23 November 2021; Ref: scu.517222