EAT VICTIMISATION DISCRIMINATION
Whistleblowing
Dismissal
On an application for interim relief under sections 128-129 of the Employment Rights Act 1996 the Employment Judge erred in law in finding that such applications should be restricted to simple factual disputes. By doing so she added a requirement that had no statutory basis. Appeal allowed and remitted for hearing before another Employment Judge. Observations on the meaning of ‘likely’ in section 129(1) of the Employment Rights Act 1996: (Taplin v C. Shippam Ltd [1978] IRLR 450) approved and followed.
Citations:
[2010] UKEAT 0364 – 09 – 1502
Links:
Employment
Updated: 14 August 2022; Ref: scu.396774
