1/ Opalkova v Acquire Care Ltd is a (short) must-read judgment on the application of the ET's powers to make a PTO (or costs order) under r.76(1)(b) (i.e. where the claim or response had no reasonable prospect of success).

assets.publishing.service.gov.uk/media/612f6c59…

#ukemplaw
2/ The facts of the case aren't important. What's important though is that O's ET1 contained 6 bases of claim, under 3 of which she succeeded. O applied for a PTO. The ET denied the application, in part because AC succeeded in responding to 3 of the 6 bases of claim.
3/ The relevant part of ET Rules r.76 is set out below. In considering whether the response had no reasonable prospect of success, the EJ considered the response as a whole & the circumstances in the round. HHJ Tayler held this to be in error.
4/ HHJ Tayler construed 'claim' in r.76(1)(b) in light of r.1, holding that as 'claim' refers to 'complaint' & as 'complaint' = anything referred to in an enactment conferring ET jurisdiction, each statutory cause of action is a complaint, so an ET1 can have a number of claims.
5/ Concomitantly, 'response' must refer to each of the claims brought, i.e. each statutory complaint raised in the ET1. Thus in this case there were 6 claims and hence 6 responses to consider under ET rules r.76(1)(b).
6/ Whilst HHJ Tayler acknowledged parts of the rules weren't consistent with his construction (such as strike out under r.37 being available against part of the response), he was comfortable that those contraindications didn't undermine his construction.
7/ The consequence of HHJ Tayler's construction is that consideration under r.76(1)(b) had to be given separately in respect of each of the 6 statutory claims brought.
8/ The EAT set out 3 key questions: (i) objectively did the response have no reasonable prospect when submitted or at a later stage; (ii) at that stage did R know that was the case; (iii) If not, should R have known that?
9/ Whilst only the 1st of those questions was relevant to the threshold for making an order under r.76(1)(b), the other 2 questions were relevant to how the discretion is exercised. However, all 3 questions are relevant to the r76(1)(a) threshold before applying discretion.
10/ Unsurprisingly, a legally represented respondent is likely to be judged to a higher expectation than a non-represented respondent when determining whether the party should have known its response lacked reasonable prospects.
11/ In this case the ET erred by not considering each response independently, by relying on matters going to lack of knowledge of prospects as part of the 76(1)(b) threshold rather than discretion & by failing to consider 76(1)(a) at all even though raised by O.

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More from @JasonBraier

2 Sep
1/ Gwynedd Council v Barratt & Hughes: CA clarifies that the lack of a right to appeal isn't determinative (or determinative save exceptionally) of a redundancy unfair dismissal claim, but merely one issue among many when considering fairness.

bailii.org/ew/cases/EWCA/…

#ukemplaw
2/ B&H were employed as secondary school PE teachers. Their school closed, as did all primary schools in the area, to be replaced with a super school, providing education all the way through primary & secondary levels. On closure, B&H's contracts terminated.
3/ Staffing at the new school was by application process, with unsuccessful candidates being made redundant. B&H applied for the relevant posts in the new school but were unsuccessful. They weren't given a right to appeal & the school said it'd have been futile.
Read 7 tweets
1 Sep
1/ Amdocs Systems v Langton: an important warning to employers to pay close attention to the insured benefits they offer employees & a need to very carefully word entitlements intended to be limited to what the insurer from time to time covers.
assets.publishing.service.gov.uk/media/6124becb…

#ukemplaw
2/ L joined AS's predecessor, which AS acquired. His job offer & contract included income payment protection in the following terms:
3/ On transfer, AS presented that the IPP scheme wouldn't be affected, & L signed a form confirming he wished to continue to participate in the scheme.
Read 24 tweets
7 Jul
1/ Brightman v TIAA Ltd - EAT holds ET erred in considering medical evidence about B's condition post-dismissal when assessing the fairness of a capability dismissal & whether there'd been a failure to make reasonable adjustments. #ukemplaw

bailii.org/uk/cases/UKEAT…
2/ B was an auditor with brittle asthma, a blood clotting problem & a slipped disc. These caused B to be absent from work. The absences grew in length & regularity. She was referred to OH & examined by a doctor who didn't have supplementary notes she'd provided.
3/ As a result, B didn't permit the release of the Dr's report until he'd seen her notes. This took about 4 months - the notes didn't change the Dr's opinion. The report said she was fit for work but would continue to require sickness absences of like magnitude to the last year.
Read 17 tweets
7 Jul
1/ Brown v Veolia - EAT held ET perverse in finding a conduct dismissal fair given its recognition of the extensive ineptitude in the process. The ET also erred in discounting those flaws when considering an uplift to a wrongful dismissal award. #ukemplaw bailii.org/uk/cases/UKEAT…
2/ B, a business development officer, was dismissed for misconduct against a subordinate via a disciplinary process the ET described as 'a catalogue of ineptitude and misjudgement', in spite of which the ET found the dismissal just about fair!
3/ The ET criticised pretty much every aspect of the process, including the process chosen, the suspension, the investigation meeting invite, failing to give B statements, the manner of questioning, the lack of follow-up, & refusing an adjournment for B to contact witnesses.
Read 8 tweets
25 Jun
1/ There's not been a decent one-off or continuing act case for a while, but Moore Stephens LLP v Parr provides much of the relevant case law all in one convenient place.

bailii.org/uk/cases/UKEAT…

#ukemplaw
2/ P was an equity partner at MS, an accountancy firm. There was a provision in the LLP members' agreement for a normal retirement age of 60 but with MS having discretion to extend beyond on terms decided by the managing partner. Image
3/ When P reached 60, MS decided he could continue another 2 years but only as a non-equity partner. This was agreed. A few months later, P learned of subsequent proposals to sell MS & then learned that as a non-equity partner he'd not receive a share in the proceeds of sale. Image
Read 17 tweets
24 Jun
1/ Polyclear Ltd v Wezowicz: in considering strike out for failure to comply with an unless order, the ET should consider what attempts were made to comply & the extent of failure in material compliance when weighing the interests of justice.

assets.publishing.service.gov.uk/media/60d33cc5…

#ukemplaw
2/ In this unfair dismissal/race discrimination claim, 1 issue was whether Polish workers at the respondent plastic manufacturer were required to work on machine which required harder work than those allocated to Indian workers.
3/ At a PH, the EJ ordered disclosure of job sheets by way of cross-reference to a written request from the claimants, which appeared to ask for 30 job sheets for two sets of machines, all for the same date.
Read 17 tweets

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