Jason Braier Profile picture
Jun 10, 2021 25 tweets 11 min read Read on X
1/THREAD: Forstater v CGD Europe: As everyone knows by now, the big picture is that F won & the belief in immutability of sex is protected under s.10 EqA. That is no surprise - many of us predicted this long ago. The judgment sets out why in very clear terms. #ukemplaw
2/ F's belief, as characterised by the EAT, is that biological sex is real, important, immutable & not to be conflated with identity, as a consequence of which she considers it a statement of fact that women are adult human females & trans women are male.
3/ F held a consultancy contract with CGD think tank as a sustainable development expert. Some colleagues found her expression of her views offensive, & her contract wasn't renewed. She brought an ET claim, which included a claim for direct discrimination on grounds of belief.
4/ The ET found F's belief absolutist, propagated irrespective of violations to the dignity of those affected, & not worthy of respect in a democratic society. Thus the ET found F's belief failed the 5th Grainger criterion ('Grainger V') & was thus not protected under EqA s.10.
5/ In appealing the ET's decision that F's belief didn't meet Grainger V, F, the EHRC & IoC noted F's binary position on sex was consistent with the common law & asserted the ET delved into manifestation/balancing of rights, which was too far at the prelim stage.
6/ CGD asserted a sanitised version of F's beliefs had been presented & that in fact a core component was to cause trans people pain by misgendering them - this hostility was baked into the belief & not separable from it, & the ET was right to say Grainger V wasn't satisfied.
6/ CGD also argued that F's speech fell within a category of serious, severely hurtful & prejudicial hate speech, identified by the ECtHR in Lilliendahl & that the GRA amounted to a parliamentary degree that sex was not immutable.
7/ The EAT considered the ET had not found F would misgender in all cases but would sometimes refuse to use preferred pronouns when considering it relevant (such as in discussing the presence of trans women in women-only spaces).
8/ In determining whether a belief met the s.10 EqA threshold, the EAT was keen to stress that in a liberal democracy diversity & pluralism of thought/belief is foundational, the courts should steer clear of pronouncements on validity, & the Art 9 threshold is a modest one.
9/ On threshold, Art 17 ECHR is key. It prohibits reliance on ECHR rights to destroy the rights of others, such as by relying on freedom of expression to espouse hatred, violence of totalitarianism inimical to democratic principles. Art 17 is a very high threshold.
10/ The origins of Grainger V were held to make clear that for a belief not to satisfy that criterion, there needs to be clear establishment of an extremely grave threat to Convention principles. Art 17 ECHR is the benchmark for that assessment. Para 62 is the judgment's key para
11/ Reliant on ECtHR judgments in Ibragimov & Lilliendahl, the EAT found that under the ECHR, Art 17 will only bite to exclude altogether from Art 9/10 the gravest forms of hate speech. Lesser forms aren't excluded but restrictions may fall within Art 9(2)/10(2) justifications.
12/ The EAT waved away arguments that the effect of such a high threshold for exclusion would mean Grainger V would only keep out beliefs akin to Nazism & totalitarianism. The EAT considered that was how it should be - only the gravest violations of ECHR rights failing to qualify
13/ The EAT next moved to manifestation. Choudhury P had held in Gray v Mulberry it was important to focus on manifestation at the preliminary stage, but accepted now that he'd been wrong to do so. It should be no more than a generalised bit-part player at this stage.
14/ Assessing the ET decision, the EAT found the ET strayed into evaluation of F's belief, which was not a neutral stance & wasn't appropriate, nor was it appropriate to delve into F's dogmatism about her belief.
15/ The EAT is particularly critical of the ET's characterisation of F's views as absolutist. In its dogmatic sense that was irrelevant. In its other sense of suggesting F would always misgender, it was factually wrong. It was a misnomer.
16/ The EAT considered the impact of gender recognition certificates on F's entitlement to protection for her belief. It noted the GRA doesn't require a person in their private capacity to refrain from a person's birth gender as it was pre-GRC.
17/ Crucial to their analysis, the EAT noted the GRA permitted of exceptions to reference being limited to the acquired gender & that it's not an erasure in non-legal contexts of the prior gender. It is not a rewriting of history requiring earlier records to be expunged.
18/ The EAT was critical of the ET's efforts to impose constraints on F's freedom to apply gender pronouns as she saw fit to transgender persons. 1st, as that wasn't the purpose of the prelim stage. 2nd, a blanket restriction wasn't appropriate under Art 10(2) in this context.
19/ F's alternate pleaded case was protection for a lack of belief that a person may have a gender different to their sex at birth & which effectively trumps sex. The ET erred in conflating lack of belief with antithesis of another belief rather than mere absence of the belief.
20/ Hence whilst belief murder is wrong may be protected, the protected lack of belief is not a positive belief that murder is right, but an absence in a belief murder is wrong (perhaps as they'd not thought about it or considered it acceptable in some cases).
21/ The only possible conclusion on a proper analysis of Grainger V was that F's belief was protected. It fell nowhere near the threshold for Art 17 ECHR exclusion. Moreover, it was widely shared & consistent with the current state of the law.
22/ Having reached those findings, the EAT was keen to emphasise the limits of its task, that it wasn't an entry into the transgender debate, a licence for misgendering, or a removal of protections against discrimination & harassment for trans persons.
23/ The judgment is impressive & accessible & it is undoubtedly right. This preliminary issue ought not to be the battle royale of this litigation. That will come with questions of liability & of justification. I suspect this case will be back before the EAT before it's over.
24/ For those who've waited patiently and haven't found it already, here's a link to the judgment:

bailii.org/uk/cases/UKEAT…

#ukemplaw

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More from @JasonBraier

Apr 17
🧵SSBT v Mercer: Supreme Court issues declaration of incompatibility re the lack of protection from sanction short of dismissal for workers taking part in strike action. The current position breaches Art 11 ECHR.

#ukemplawsupremecourt.uk/cases/docs/uks…
2/ M was a support worker in the care sector & a UNISON workplace rep, who planned & participated in a lawful strike at her workplace. She was suspended, receiving normal pay but no overtime. Suspension removed her from the workplace during the period of industrial action.
3/ M was also given a first written warning, though that was overturned on appeal.

M brought an ET claim reliant on s.146 TULR(C)A, which provides protection against detriments for taking part in trade union activities. The statutory provisions are below: Image
Read 26 tweets
Apr 16
🧵 R (TTT) v Michaela Community Schools Trust - High Ct finds it was neither a breach of Art 9 nor indirectly discriminatory for the school to prohibit prayer rituals in response to Muslim pupils seeking to pray during their lunch break.

#ukemplawjudiciary.uk/wp-content/upl…
2/ The facts of this case will be familiar. Michaela is the school run by Katherine Birbalsingh, which has superb results but some incredibly strict rules & practices, including restricting discussion topics & limiting break time socialisation to groups of 4.
Image
Image
3/ The school, which is 50% Muslim, places considerable stock not only in its disciplinary regime, but also in what it calls its Team Ethos by which it seeks 'aggressively' to promote integration and to disrupt separation. Image
Read 25 tweets
Feb 26
🧵Mathur v HMRC: UT (Tax & Chancery) decides to broadly construe s.401 ITEPA so that a settlement including for claims re dismissal but also re unrelated pre-termination discrim is taxable where the trigger for bringing the claim is dismissal.

#ukemplawbailii.org/uk/cases/UKUT/…
2/ M worked for Deutsche Bank. Her employment was ended when the bank entered settlement with the New York State Dept of Financial Services re manipulation of interbank offered rates. DFS ordered the bank to terminate 7 employees, including M, said to be complicit in misconduct.
3/ She was offered c.£80k in a draft settlement agreement for that termination but declined to accept. Instead she brought ET proceedings for an equal pay claim, harassment, direct sex discrim, victimisation, s.47B & s.103A claims & ordinary unfair dismissal.
Read 18 tweets
Nov 29, 2023
🧵The Supreme Court's judgment in Tui Ltd v Griffiths is one of those rare non-employment law cases that all employment lawyers (& all other civil practitioners) really must read.
It's about whether you can impugn a witness without putting the point in XX.
supremecourt.uk/cases/docs/uks…
2/ The case concerned the court's treatment of an expert report prayed in aid of a claim by Mr Griffiths for the serious stomach upset & longer term stomach problems he suffered following an all-inclusive Tui package holiday at a Turkish resort.
3/ Mr G relied on an expert report from a microbiologist, Prof P. Tui didn't rely on any expert report (they sought unsuccessfully to apply to rely on one at too late a stage) & called no witnesses to give evidence. They didn't require Prof P to attend court to be cross-examined.
Read 11 tweets
Jul 26, 2023
🧵Garcha-Singh v BA: It wasn't unfair for BA to repeatedly extend the termination date in a medical incapacity dismissal - it was to G's advantage. There was also no need to provide an appeal against the final refusal to extend that date.

#ukemplawassets.publishing.service.gov.uk/media/64c0d977…
2/ G worked as long haul cabin crew. He was off for a year, 1st for physical health reasons & then stress reasons, at which point his employment was terminated with a little more than 4 months' notice.
3/ During the notice period. G returned to work, performing some duties albeit not his contractual role. BA decided to extend his notice period to allow him to demonstrate an ability to sustain a full flying roster, implying that if he did so the termination might not go ahead.
Read 16 tweets
Jul 19, 2023
🧵Jackson v Uni Hospitals of North Midlands: EAT holds ET erred in law in finding a Hogg v Dover dismissal wasn't a Hogg v Dover dismissal. The EAT clarified that there's no special repudiatory breach threshold for a Hogg v Dover dismissal.

#ukemplawrb.gy/rttwp
2/ J was a specialist research nurse, entitled to 4 weeks' notice of termination. In a restructure, she was placed in a lower grade research practitioner role, against her will (she'd refused to sign T&Cs). Those deciding on this hadn't appreciated this was a redundancy situation
3/ Because of that, J hadn't been offered a trial period in the new role, nor redundancy on enhanced contractual terms, which is what she sought. The contractual terms provided for a loss of enhancement if a person left their job prior to expiry of notice.
Read 17 tweets

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