Blackwell v GEC Elliott Processes: 1976

Citations:

[1976] IRLR 144

Jurisdiction:

England and Wales

Citing:

AppliedNorton 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:

CitedBurlo v Langley and Carter CA 21-Dec-2006
The claimant had been employed by the defendants as a nanny. She threatened to leave, but then was injured in a car acident and given a sick note. The employer immediately engaged someone else. She was found to have been unfairly dismissed. The . .
Lists of cited by and citing cases may be incomplete.

Employment, Damages

Updated: 05 May 2022; Ref: scu.270013

Tayside Regional Council v Ann McDiarmid Morrison: EAT 27 Aug 2001

The applicant had been employed under a contract for four hours per week. At the time of the dismissal, the minimum requirement for job security was 16 hours. The later decision of the Lords that that rule was discriminatory served to start her opportunity to make a claim. She had applied later than three months after that decision. The time limits themselves had subsequently been declared to be valid, and therefore the bar to the claim stood. Also, Biggs makes it clear that ignorance of the law does not bear upon the question of reasonable practicability. The decision of the Tribunal accepting jurisdiction was overturned.
EAT Procedural Issues – Employment Tribunal

Judges:

The Honourable Lord Johnston

Citations:

EAT/675/95

Jurisdiction:

England and Wales

Citing:

CitedRegina v Secretary of State Employment, ex parte Equal Opportunities Commission and Another HL 4-Mar-1994
The Equal Opportunities Commission sought judicial review to test whether English employment law was in breach of EC law where threshold conditionsions for part time workers to make unfair dismissal and redundancy law claims were discriminatory.
CitedBiggs v Somerset County Council CA 29-Jan-1996
The employee at the time of her dismissal was expressly debarred by statute from bringing her complaint of unfair dismissal because she was a part-time employee. It was only many years later the statute was held to impugn EU law and had done so . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 05 May 2022; Ref: scu.168294

The Scotts Company (Uk) Ltd v J Budd: EAT 19 Sep 2002

EAT Contract of Employment – Breach of Contract

Judges:

His Hon Judge J Burke QC

Citations:

EAT/823/01

Jurisdiction:

England and Wales

Citing:

See AlsoScotts Company (Uk) Ltd v Budd EAT 16-Nov-2001
. .

Cited by:

See AlsoScotts Company (Uk) Ltd v Budd EAT 5-Nov-2002
. .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 05 May 2022; Ref: scu.178223

Gambau, Jean-Yves Belladoui v Mark Catering Ltd: EAT 19 Nov 2001

The workers were catering staff. They claimed to be entitled to arrears of holiday pay under the Regulations. In addition to their normal hours they worked some evenings casually. They claimed entitlement to holiday pay for those hours. They appealed a dismissal of their claim.
Held: The tribunal had not asked the question of whether there was a thirteen weeks continuous period in which the services had been supplied. Appeal allowed.
EAT Working Time Regulations

Judges:

The Honourable Mr Justice Maurice Kay

Citations:

EAT/287/00, EAT/286/00

Links:

EAT

Statutes:

Working Time Regulations 1998 (1998 No 1833), Council Directive 93/104/EC

Jurisdiction:

England and Wales

Employment

Updated: 04 May 2022; Ref: scu.255620

X v Netherlands: ECHR 1967

The applicant, a specialist worker in the building industry, claimed unemployment benefit and was required as a condition of payment to accept work which he considered to be unsuitable for a person with his qualifications and socially demeaning. He refused the offer and brought a complaint of a violation of article 4. The Commission declared the complaint inadmissible, observing that it was open to the claimant to refuse the work and that its acceptance was only a condition for the grant of unemployment benefit. There could therefore be no question of forced or compulsory labour within the meaning of article 4.

Citations:

(1976) 7 DR 161

Statutes:

European Convention on Human Rights 4

Jurisdiction:

Human Rights

Cited by:

CitedReilly and Another, Regina (on The Application of) v Secretary of State for Work and Pensions SC 30-Oct-2013
The Secretary of State appealed against the decision in favour of Ms Reilly and Mr Wilson, that the 2011 Regulations, made under section 17A of the 1995 Act, did not comply with the requirements of that section, and (ii) a cross-appeal brought by . .
Lists of cited by and citing cases may be incomplete.

Human Rights, Employment

Updated: 04 May 2022; Ref: scu.540480

Vokes Ltd v Bear: 1973

The court discussed whether, having found errors in the employer’s dismissal of the emploee, the tribunal can take into account other circumstances to say that the employee might have been dismissed in any event.
Held: Sir Hugh Griffiths said: ‘We are unable to accept the submission that ‘the circumstances’ are limited to those directly affecting the ground of dismissal, in the sense submitted by [counsel for the employers], ‘The circumstances’ embrace all relevant matters that should weigh with a good employer when deciding at a given moment in time whether or not he should dismiss his employee. The subsection [section 24(6) of the Industrial Relations Act 1971] is focusing the tribunal’s attention upon ‘the dismissal’, that is, the dismissal on March 2. The question they have to ask themselves is whether on March 2 the employers were acting reasonably in treating redundancy as a sufficient reason for dismissing the employee on that date. The tribunal are entitled to take into account all the circumstances affecting both the employers and the employee at the time of the dismissal. In the present case, no doubt the time would have come when the employers would have to dismiss the employee for redundancy for the good of the company as a whole, but the tribunal were fully entitled to take the view that that moment had not yet arrived by March 2. The employers had not yet done that which in all fairness and reason they should do, namely, to make the obvious attempt to see if the employee could be placed somewhere else within this large group. The position is somewhat analogous to the case of a warning. An employer may have good grounds for thinking that a man is not capable of doing his job properly, but in the general run of cases it will not be reasonable for him to regard that lack of capability as a sufficient reason for dismissing him until he is given a warning so that the man has a chance to show if he can do better. So in this case there was a redundancy situation but there was no compelling reason why the axe should fall until the employers had done their best to help the employee. It is therefore with satisfaction that we find that there is nothing in the wording of section 24(6) of the Act of 1971 which compels us to take the view that behaviour which we think most people would consider manifestly unfair is nevertheless to be deemed fair under the Act. If the employers had made all reasonable attempts to place the employee in the group and had failed, then the time might have come when it would be reasonable for them to regard the redundancy as a sufficient reason for the dismissal, but until that moment had come the tribunal were entitled to take the view that it was not reasonable to dismiss for redundancy and accordingly that it was unfair.’

Judges:

Sir Hugh Griffiths

Citations:

[1974] ICR 1, [1973] IRLR 363

Statutes:

Industrial Relations Act 1971 24(6)

Cited by:

EndorsedW Devis and Sons Ltd v Atkins HL 6-Jul-1977
The ‘just and equitable’ test warranted the reduction or extinction of compensation for an employee who has been unfairly dismissed and then found to have been liable to summary dismissal. ‘The paragraph does not, nor did s. 116 of the Act of 1971, . .
ApprovedPolkey v A E Dayton Services Limited HL 19-Nov-1987
Mr Polkey was employed as a driver. The company decided to replace four van drivers with two van salesmen and a representative. Mr Polkey and two other van drivers were made redundant. Without warning, he was called in and informed that he had been . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 04 May 2022; Ref: scu.441860

Hamilton v Tanberg Television Ltd: EAT 12 Dec 2002

Judges:

HHJ McMullen

Citations:

Unreported, 12 December 2002

Jurisdiction:

England and Wales

Cited by:

CitedBournemouth University Higher Education Corp v Buckland EAT 8-May-2009
EAT UNFAIR DISMISSAL: Constructive dismissal
Whether fundamental breach of implied term of trust and confidence cured, so that the Claimant’s resignation did not amount to constructive dismissal.
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 02 May 2022; Ref: scu.377340

Wallace v United Grain Growers Ltd: 30 Oct 1997

SCC (Supreme Court of Canada) Bankruptcy – Property of bankrupt – Salary, wages or other remuneration – Undischarged bankrupt bringing action for wrongful dismissal – Whether damages for wrongful dismissal included in ‘salary, wages or other remuneration’ – Bankruptcy Act, R.S.C., 1985, c. B 3, s. 68(1).
Civil procedure – Wrongful dismissal – Undischarged bankrupt seeking damages for wrongful dismissal – Whether undischarged bankrupt can bring action for wrongful dismissal in his own name.
Employment law – Wrongful dismissal – Employee summarily discharged seeking damages for wrongful dismissal – Trial judge awarding employee damages based on 24 month notice period and aggravated damages – Whether Court of Appeal erred in reducing reasonable notice period to 15 months – Whether Court of Appeal erred in overturning aggravated damages award – Whether action can be brought for ‘bad faith discharge’ – Whether employee entitled to punitive damages.

Judges:

Lamer CJ and La Forest, L’Heureux-Dube, Sopinka, Gonthier, Cory, McLachlin, Iacobucci and Major JJ

Citations:

[1997] 3 SCR 701, [1997] 152 DLR (4th) 1, 219 NR 161

Links:

Canlii short, Canlii

Jurisdiction:

Canada

Cited by:

CitedGAB Robins (UK) Ltd v Triggs CA 30-Jan-2008
The claimant had been awarded damages for unfair constructive dismissal. The employer appealed an award of damages for the period prior to the acceptance by the employee of the repudiatory breach.
Held: Where a claimant’s losses arose before . .
Lists of cited by and citing cases may be incomplete.

Commonwealth, Employment, Damages

Updated: 02 May 2022; Ref: scu.375114

Townson v Northgate Group: 1981

Citations:

[1981] IRLR 382

Jurisdiction:

England and Wales

Cited by:

ConsideredSH Muffett Ltd v Head EAT 1986
The Tribunal was asked to award damages for the loss of statutory protection and also loss of notice period, ‘what is generally referred to as the ‘loss of the right to long notice’ or, more particularly, it is the loss of a right in the event of . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 02 May 2022; Ref: scu.278675

Scottish Daily Record and Sunday Mail (1986) Ltd v Laird: 1996

Citations:

1996 SC 401

Jurisdiction:

Scotland

Cited by:

MentionedDignity Funerals Limited v Bruce OHCS 14-Oct-2004
The employee was found to have been unfairly dismissed. The employer appealed the compensatory award which was based on his depressive illness. They said that the illness predated the dismissal.
Held: The EAT’s decision was set aside. In . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 01 May 2022; Ref: scu.268133

Warman International Ltd v Wilson: EAT 25 Jan 2002

EAT Contract of Employment – Breach of Contract.

Judges:

Mr Recorder Langstaff Qc

Citations:

EAT/1383/00

Links:

EAT

Jurisdiction:

England and Wales

Citing:

See AlsoWarman International Ltd v Gwilson EAT 7-Jan-2002
EAT Contract of Employment – Breach of Contract. . .

Cited by:

See AlsoWarman International Ltd v Wilson EAT 7-Mar-2002
. .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 01 May 2022; Ref: scu.255794

Warman International Ltd v Gwilson: EAT 7 Jan 2002

EAT Contract of Employment – Breach of Contract.

Judges:

Mr Recorder Langstaff Qc

Citations:

EAT/1383/00

Links:

EATn

Jurisdiction:

England and Wales

Cited by:

See AlsoWarman International Ltd v Wilson EAT 25-Jan-2002
EAT Contract of Employment – Breach of Contract. . .
See AlsoWarman International Ltd v Wilson EAT 7-Mar-2002
. .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 01 May 2022; Ref: scu.255834

Sovereign House Security Services Ltd v Savage: CA 1989

S was employed as a Security Officer. After discovering a cash shortage, his superior, P, rang him and suspended him forthwith pending police investigations. S responded by saying ‘I am not having any of that, you can stuff it, I am not taking the rap for that’. He then rang his immediate superior Mr Scroggie and told him that he would not be in to relieve him the following morning as arranged. S subsequently complained to the Industrial Tribunal of unfair dismissal. The Tribunal found for him. The employer’s appeal was dismissed, and they appealed again.
Held: The employer’s appeal was dismissed.
May LJ said: ‘In my opinion, generally speaking, where unambiguous words of resignation are used by an employee to the employer direct or by an intermediary, and are so understood by the employer, the proper conclusion of fact is that the employee has in truth resigned. In my view Tribunals should not be astute to find otherwise.’ But he then continues: ‘However, in some cases there may be something in the context of the exchange between the employer and the employee or, in the circumstances of the employee him or herself, to entitle the Tribunal of fact to conclude that notwithstanding the appearances there was no real resignation despite what it might appear to be at first sight.’ and
‘There was that evidence from those two witnesses on which in my judgment it was possible for the Industrial Tribunal, were they so minded, having seen and assessed the witnesses giving evidence in the witness-box, to conclude that the words actually used by the employee to Scoggie were used in the heat of the moment and should not have been accepted at full face value by the employers. There was thus, in my opinion, evidence entitling the Industrial Tribunal to make the findings which they did in paragraph 7 of their decision, which was, as I think, just as much one of fact as their findings of fact set out in paragraph 4 of the decision, that ‘the applicant was not tendering his resignation to Mr Scroggie’.’

Judges:

May LJ

Citations:

[1989] IRLR 115

Jurisdiction:

England and Wales

Cited by:

CitedKwik-Fit (GB) Ltd v Lineham EAT 5-Feb-1992
The applicant claimed unfair dismissal. The employer replied that the employee had resigned.
Held: The employer’s appeal was dismissed. The resignation had taken place in a heated moment, and it was not conclusive. An employer may not be able . .
CitedAli v Birmingham City Council EAT 27-Oct-2008
EAT UNFAIR DISMISSAL: Dismissal/ambiguous resignation
1. The claimant handed in a letter of resignation to the respondents and he was then given a period of about 30 minutes to reconsider his decision.
CitedWilloughby v C F Capital Plc EAT 13-Jul-2010
EAT UNFAIR DISMISSAL – Dismissal/ambiguous resignation
Whether employee was dismissed – unambiguous words of dismissal used by employer – Tribunal erred in law in holding that by reason of ‘special . .
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 01 May 2022; Ref: scu.251740

Greater Glasgow Health Board’s Application: 1996

An Opthalmic Registrar employed by the Board invented an optical spacing device for use with an indirect ophthalmoscope. The Hearing Officer decided that the invention belonged to the employer.
Held: The employee’s appeal succeeded. The court was only concerned to ascertain the normal duties of the Registrar. In doing so he relied on the contractual job description and the evidence of the Head of Department.

Judges:

Jacob J

Citations:

[1996] RPC 207

Jurisdiction:

Scotland

Cited by:

CitedLiffe Administration and Management v Pinkava and Another CA 15-Mar-2007
The employee had patented in the US a trading system he invented whilst employed by the defendant, who now sought ownership. He appealed a finding that the inventions had been made during the normal course of his employment. The employment contract . .
Lists of cited by and citing cases may be incomplete.

Employment, Intellectual Property

Updated: 01 May 2022; Ref: scu.250560

Walker v Josiah Wedgwood and Sons Ltd: 1978

‘The general approach, as we think, must be that in cases concerned with unfair dismissal, whether it be constructive dismissal or direct dismissal, the conception of submission of no case to answer is somewhat out of place.’

Judges:

Arnold J

Citations:

[1978] ICR 744

Jurisdiction:

England and Wales

Cited by:

CitedLogan v Commissioners of Customs and Excise CA 23-Jul-2003
The respondent had at the close of the claimant’s case submitted that it had no case to answer. The tribunal agreed and discharged the claim without hearing from the respondent. The employer appealed the EAT’s decision to allow her appeal.
Lists of cited by and citing cases may be incomplete.

Employment

Updated: 29 April 2022; Ref: scu.185973

Lindsay v Ironsides Ray and Vials: EAT 27 Jan 1994

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

Judges:

Mummery P

Citations:

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

Statutes:

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

Jurisdiction:

England and Wales

Citing:

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

Cited by:

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

Employment, Discrimination

Updated: 29 April 2022; Ref: scu.185968

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

EAT Working Time Regulations

Judges:

His Hon Judge Birtles QC

Citations:

EAT/968/02

Jurisdiction:

England and Wales

Citing:

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

Cited by:

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

Employment, Discrimination

Updated: 29 April 2022; Ref: scu.185938

O’Kelly v Trusthouse Forte plc: CA 1984

Workers claimed to be employees.
Held: They were not such. Their contract reserved the right to choose whether or not to work and for the employer not to give them work. The question of whether the facts which are found or admitted, fall one side or the other of some conceptual line drawn by the law is a question of fact – whether an employee was continuously employed. Whether he was employed under a contract of employment was a mixed question of fact and law.

Citations:

[1984] QB 90, [1983] 3 All ER 456, [1983] IRLR 369

Statutes:

Employment Protection (Consolidation) Act 1978

Jurisdiction:

England and Wales

Cited by:

CitedMoyna v Secretary of State for Work and Pensions HL 31-Jul-2003
The appellant had applied for and been refused disability living allowance on the basis of being able to carry out certain cooking tasks.
Held: The purpose of the ‘cooking test’ is not to ascertain whether the applicant can survive, or enjoy a . .
CitedClark v Oxfordshire Health Authority CA 18-Dec-1997
A nurse was employed under a contract, under which there was no mutuality of obligation; she could refuse work and employer need offer none. This meant that there was no employment capable of allowing an unfair dismissal issue to arise.
Sir . .
CitedCornwall County Council v Prater CA 24-Feb-2006
The claimant worked for the local authority under a series of contracts. The employer denied that she had been continuously employed and there was no ‘irreducible minimum mutual obligation necessary to create a contract of service’. There were times . .
CitedYuen v The Royal Hong Kong Golf Club PC 28-Jul-1997
(Hong Kong) The applicant was dismissed as a golf caddie after nine years. The Club denied that he had ever been an employee. He was issued by the club with a number, a uniform and a locker. Caddying work was allocated to available caddies in strict . .
CitedH, Regina v (Interlocutory application: Disclosure) HL 28-Feb-2007
The trial judge had refused an order requested at a preparatory hearing by the defence for the disclosure of documents held by the prosecutor. The House was now asked whether a right of appeal existed against such a refusal.
Held: The practice . .
Lists of cited by and citing cases may be incomplete.

Litigation Practice, Employment

Updated: 29 April 2022; Ref: scu.185432

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

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

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

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

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

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

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

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

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

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

M’Dermott v Owners of The ‘Tintoretto’: HL 13 Dec 1910

A seaman while on a foreign voyage was totally incapacitated by accidental injury. Under the Merchant Shipping Acts his employers became liable to pay wages up to the date of discharge, hospital and surgical expenses, and his maintenance until his arrival back in England. The County Court Judge held that compensation under the Workmen’s Compensation Act commenced only upon the date of arrival, and that the previous payments by the employers under the Merchant Shipping Acts should not be taken into account. The award was set aside by the Court of Appeal.
Held: Where employers become liable in respect of a seaman employed by them, both under the Merchant Shipping Act 1906 to pay, relieve, and maintain him while disabled abroad, and also, under the Workmen’s Compensation Act 1906, to pay compensation to him, the right to compensation commences at the expiry of the duties of maintenance, and the cost of maintenance does not fall to be taken into account.

Citations:

[1910] UKHL 728, 48 SLR 728

Links:

Bailii

Jurisdiction:

England and Wales

Personal Injury, Employment, Transport

Updated: 25 April 2022; Ref: scu.619807

Sindicatul Familia Constanapounds A and Others: ECJ 28 Jun 2018

Working Time – Concept of Worker – Foster Parents – Opinion – Request for a preliminary ruling – Directive 2003/88/EC – Working time – Scope – Concept of worker – Foster parents – Exclusion

Citations:

ECLI:EU:C:2018:518, [2018] EUECJ C-147/17 – O

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 24 April 2022; Ref: scu.619026

Murdock v British Airways Plc: EAT 2 Jul 2018

EAT UNFAIR DISMISSAL – Reason for dismissal including substantial other reason
CONTRACT OF EMPLOYMENT – Wrongful dismissal
DISABILITY DISCRIMINATION – Direct disability discrimination
The Tribunal had erred in its findings on the claims of unfair and wrongful dismissal. The Claimant’s dismissal had arisen from his alleged intention to act in breach of policies requiring him to notify his line manager of certain disqualifying criminal offences within 14 days. The disciplinary process had commenced at a time when the notification period had not expired and he had then notified his line manager within the 14-day period. The Tribunal ought to have considered the claims of unfair and wrongful dismissal in the context of the proper construction of the Respondent’s policies. Both claims would be remitted for that purpose, in accordance with this Judgment. The Tribunal did not err when considering the claim of direct disability discrimination.

Citations:

[2018] UKEAT 0106 – 17 – 0207

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618923

Strathclyde Joint Police Board Sub Nom Scottish Police Authority v Jarvie and Others: EAT 18 May 2018

CONTRACT OF EMPLOYMENT: Construction of Term
PERSONAL BAR: Mora taciturnity and acquiescence
The claimants were successful before the Tribunal in arguing that night allowances were properly payable to them in terms of their contracts of employment. The respondent appealed and contended that the Tribunal had erred in its approach to the construction of the contracts. It was not in dispute that clauses in a collective agreement had been incorporated therein, although the material provisions were not known to the claimants at the time of contracting. The respondent also appealed the Tribunal’s decision that the doctrine of mora taciturnity and acquiescence did not apply to such claims.
Held:
Appeal allowed in relation to the ground relative to construction of contract. The Tribunal had erred in concluding that the reasonable person test applied in circumstances where the claimants were unaware of the term they subsequently claimed was incorporated. The relevant clause was clear and provided for two equally valid alternative approaches to payment of allowances. There was no default or implied provision. The question of which option applied to the claimant’s’ contract was a matter for evidence. There was material before the Tribunal on which it could make findings in relation to the issue of which option applied. The case would be remitted for the Tribunal to make those findings based on the evidence already available.
Appeal dismissed in relation to the ground relying on mora taciturnity and acquiescence. The plea is not apposite where statute imposes a limited period during which a remedy can be sought. The respondent had not sought to amend to introduce a plea of delay and affirmation. Further, as the claimants were party litigants it would be unfair and inappropriate simply now to treat the argument as one of delay and affirmation.

Citations:

[2018] UKEAT 0012 – 17 – 1805

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618920

Hafal Ltd v Lane-Angell: EAT 8 Jun 2018

EAT CONTRACT OF EMPLOYMENT – Whether established
JURISDICTIONAL POINTS – Worker, employee or neither
The Tribunal erred in concluding that there was an overarching contract so as to give rise to an employment contract. The terms of appointment, which were not properly taken into account, provided that there was no obligation to provide or accept work, and the other features of the relationship were not inconsistent with those terms. Accordingly, the Claimant was not an employee of the Respondent.

Citations:

[2018] UKEAT 0107 – 17 – 0806

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618921

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

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

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

Citations:

[2018] UKEAT 0222 – 17 – 0706

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618922

Torridge District Council v Caswell: EAT 6 Apr 2018

JURISDICTIONAL POINTS – Extension of time: reasonably practicable
JURISDICTIONAL POINTS – Extension of time: just and equitable
An Employment Tribunal erred in law in failing to provide adequate reasons for its permitting an extension of time in unfair dismissal and disability discrimination proceedings lodged over 16 months after the dismissal. No medical evidence had been provided, and the Employment Tribunal failed to address issues which had been in contention at the hearing.

Citations:

[2018] UKEAT 0209 – 17 – 0604

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618918

Serco Leisure Operating Ltd v Lau: EAT 3 Apr 2018

EAT SEX DISCRIMINATION – Pregnancy and discrimination

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

Citations:

[2018] UKEAT 0120 – 17 – 0304

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618917

France v Khan and Others (Costs): EAT 13 Mar 2018

PRACTICE AND PROCEDURE – Costs
The Respondents acted unreasonably on the day before the hearing of one appeal in seeking to resile from an agreement that reconsideration of the making of a costs order be remitted to a differently constituted Employment Tribunal. Further the Respondents acted unreasonably in withholding consent to the adjournment of a second appeal against the amount of costs the Claimant had been ordered to pay. If the costs order were varied on reconsideration the amount of costs would be affected. The Claimant too was at fault in failing to take steps to relist the matter before the Employment Tribunal for reconsideration. The Respondents were ordered to pay three quarters of the summarily assessed costs of the hearing before the EAT on 13 March 2018.

Citations:

[2018] UKEAT 0104 – 17 – 1303

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618913

Afzal v East London Pizza Ltd (T/A Dominos Pizza): EAT 13 Apr 2018

UNFAIR DISMISSAL – Procedural fairness/automatically unfair dismissal
The Claimant was dismissed when he failed to produce evidence of an in-time application which extended his right to work. He was not afforded an opportunity to appeal. The Employment Judge decided that it was not unfair to dismiss the Claimant without affording him the opportunity to appeal because, against the immigration background, there was ‘nothing to appeal against’. Appeal allowed. The Claimant at all material times had a right to work; the requisite evidence of that right could have been established during an internal appeal process; and if it had been the Respondent was not prohibited by any law, criminal or civil, from reinstating him. Provisions of the Immigration, Asylum and Nationality Act 2006 and the Immigration (Restrictions on Employment) Order 2007 considered.

Citations:

[2018] UKEAT 0265 – 17 – 1304

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618916

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

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

Citations:

[2018] UKEAT 0029 – 18 – 0205

Links:

Bailii

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618919

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

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

Citations:

[2018] UKEAT 0230 – 17 – 2302

Links:

Bailii

Statutes:

Equality Act 2010 15

Jurisdiction:

England and Wales

Employment, Discrimination

Updated: 24 April 2022; Ref: scu.618911

Rice Shack Ltd v Obi: EAT 2 Mar 2018

EAT UNAUTHORISED DEDUCTION FROM WAGES
Unauthorised deduction from wages – section 13 Employment Rights Act 1996 – zero hours’ contract
The Claimant was an employee of the Respondent, working shifts around her college commitments pursuant to a zero hours’ contract. On 6 March 2016, the Respondent suspended the Claimant pending a disciplinary investigation; it accepted before the ET that it had been required to pay her at her normal average weekly rate for the duration of the disciplinary suspension but it had failed to do so. The period of the disciplinary suspension continued until 13 December 2016, with no offers of shifts being made to the Claimant during this period. Meanwhile, the Respondent failed to progress the disciplinary process and matters were left in abeyance until 13 December, when further shifts were offered to the Claimant. In the meantime, on 22 August 2016, the Claimant had accepted other employment; she did not disclose this fact to the Respondent. The ET found that the Claimant had declined the offer of shifts for the Respondent in December 2016 as she no longer wished to work for it. Prior to that point, however, the Respondent had not made any offer of shifts to the Claimant because of the disciplinary suspension and she had therefore been entitled to be paid (at her normal average rate) for that period.
The Respondent appealed, contending once the Claimant obtained work with another employer, there were no sums ‘properly payable’ to her for the purposes of section 13(3) Employment Rights Act 1996, alternatively her failure to disclose her other employment meant she should not have been entitled to wages from the Respondent after 22 August 2016.
Held: dismissing the appeal.
As the Respondent accepted, under her contract of employment, the Clamant was entitled to accept other employment and was under no obligation to notify the Respondent of this. It further accepted that it was unable to say whether the Claimant would or would not have accepted shifts offered prior to 13 December 2016 because she had been offered none due to the disciplinary suspension. The Respondent could not point to any conduct on the part of the Claimant that would have entitled it to summarily dismiss her (had it been aware of that conduct at the relevant time); she had thus remained entitled to be paid during the period of disciplinary suspension.

Citations:

[2018] UKEAT 0240 – 17 – 0203

Links:

Bailii

Statutes:

Employment Rights Act 1996 13

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618915

Perrys Motor Sales Ltd v Smith: EAT 8 Mar 2018

CONTRACT OF EMPLOYMENT – Written particulars
UNFAIR DISMISSAL – Dismissal/ambiguous resignation
UNFAIR DISMISSAL – Contributory fault
UNFAIR DISMISSAL – Polkey deduction
The Tribunal erred in concluding that there had been no statement of particulars. The employee had been provided with a Service Agreement, which included his job title. There was no material change to his job title. Accordingly, the Service Agreement satisfied the requirements of sections 1 and 4 of the Employment Rights Act 1996. The award of two weeks’ pay is set aside.
The Tribunal erred in concluding that the employee could withdraw an unambiguous resignation. Even if the resignation had been given ‘in the heat of the moment’, the employee did not seek to withdraw the resignation until some 12 days later after he had been dismissed for gross misconduct. By that stage, it was too late. The finding that there would be no Polkey limitation on compensation would be set aside.
The Tribunal erred in its assessment that the employee’s contributory conduct warranted a 50% reduction in compensation. This was one of those rare instances where it could be said that the Tribunal’s assessment was wholly inconsistent with its findings as to the employee’s conduct and was perverse. Any contribution was undoubtedly at the lesser end of the scale. Based on the facts found, the Employment Appeal Tribunal felt able to substitute an assessment of 15%.

Citations:

[2018] UKEAT 0251 – 17 – 0803

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618914

Gunny v Great Ormond Street Hospital for Children NHS Foundation Trust and Others: EAT 28 Feb 2018

EAT JURISDICTIONAL POINTS – Excluded employments
The appeal is dismissed. The Tribunal decided that the Claimant was not in employment in the extended sense. That conclusion was reached not just on the basis that the Claimant was party to a ‘group contract’ but on all the circumstances relevant to the issue. The main plank on which the Claimant’s appeal rests therefore falls away. There was no ‘lacuna’ in the legislation as suggested since the Tribunal did not conclude that any worker providing services through a group arrangement was thereby excluded from the protection of the Equality Act 2010. Whether or not an employee was entitled to the protection depended on whether she satisfied the requirements of the statute. On the facts of this case, the Claimant did not satisfy those requirements in that, as the Tribunal found, she was not employed under a contract personally to do work.

Citations:

[2018] UKEAT 0241 – 17 – 2802

Links:

Bailii

Jurisdiction:

England and Wales

Employment

Updated: 24 April 2022; Ref: scu.618912

Petronas Lubricants Italy v Livio Guida: ECJ 21 Jun 2018

(Judgment) Reference for a preliminary ruling – Judicial cooperation in civil matters – Regulation (EC) No 44/2001 – Jurisdiction over individual contracts of employment – Article 20(2) – Employer sued before the courts of the Member State in which it is domiciled – Counter-claim by the employer – Determination of the court with jurisdiction

Citations:

ECLI:EU:C:2018:478, [2018] EUECJ C-1/17

Links:

Bailii

Jurisdiction:

European

Employment

Updated: 24 April 2022; Ref: scu.618764