Jason Braier Profile picture
Mar 15 16 tweets 5 min read
1/ Warburton v Northants Police: a victimisation case offering a useful reminder of the Shamoon test on detriment & the authorities on the reason why under s.27, as well as noting that costs can't be awarded under r.76(1)(b) for refusing a stay.
bailii.org/uk/cases/UKEAT…
#ukemplaw
2/ W, a police officer, applied for a police role with Northants. A few months earlier, he'd been accepted & then rejected for a police officer role at Herts. He commenced ET proceedings in respect of that rejection, alleging disability discrimination.
3/ During the Northants appl'n process, W made the force aware of the situation with Herts, including the claim & 24 complaints raised against Herts staff & officers. W completed Northants' vetting form, listing some complaints against him, traffic offences & crim damage arrest. Image
4/ W was then interviewed & assessed & given a conditional offer before being rejected. The rejection related to outstanding complaints from other forces, & a note said he could apply again once these complaints were settled.
5/ On rejection, W asked for reasons, noting his discrim claim against Herts, & accusing Northants of victimisation. They responded that the vetting processes allowed for review of the decision & then that it was usual practice to pause vetting when there were ongoing proceedings
6/ The DS in charge of vetting inquired with other forces re ongoing proceedings, found 1 had never been completed & another force declined to provide info given that W previously complained when they gave out his info. The DS told W he couldn't proceed until he had the info. Image
7/ W brought a victimisation claim against Northants for rejecting his application. At trial, the ET cited s.27 EqA but then proceeded erroneously to quote the direct discrimination rather than victimisation test. Image
8/ The ET had found that given W's application had not been permanently rejected but merely stalled whilst awaiting the information from another force, W hadn't suffered a detriment nor was any detriment because of the protected act (rather than because of the need for info)
9/ The EAT noted the Shamoon test on detriment & the generous width of its interpretation, including that its emphasis on the reasonable worker isn't wholly objective but points to the possibility of the reasonable worker & the ET forming different views on detriment. Image
10/ The EAT held the ET's reasoning somewhat confusing, but that it had erred in stating and applying the law on detriment. Thus the EAT allowed an appeal on that question. The EAT next moved on to the question of causation.
11/ The EAT deprecated the ET's use of "causation", preferring "the reason why" in light of Lord Nicholls in Khan, & making clear the ET erred in speaking of operative/effective cause rather than looking at whether the protected act had a significant influence on the outcome. ImageImage
12/ The EAT then took a useful trip (paras 67-74) through some of the key case law on separating the protected act from the reason why the claimant was subjected to the detriment: Aziz, Khan, Martin v Devonshires, Page, Woodhouse. The ET's reasoning on this point was insufficient
13/ The EAT dealt finally with a cross-appeal on costs. The ET had rejected W's application for costs under r.76(1)(a) on grounds that the police acted vexatiously etc but allowed one under r76(1)(b) re the response having no reasonable prospects of success.
14/ However the order wasn't in relation to the prospects of success on the response (it'd be absurd if it was given that the respondents won) but in respect of the prospects of a stay application the respondents made. Image
15/ Unsurprisingly the EAT held the ET had wrongly applied the rules. R.76(1)(b) has no relevance to a failed stay application. 76(1)(a) applies to conduct or action during proceedings whereas (b) applies to the underlying merits of the parties' cases. Image
16/ Nothing in HHJ Tayler's recent decisions in Opalkova or Queensgate changed that position. There, the EAT clearly focused on matters conferring jurisdiction on the ET to grant substantive relief. An application for a stay is of a completely different character. ImageImage

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More from @JasonBraier

Mar 17
1/ Frewer v Google: An incredibly useful judgment on the principles applicable to applications to redact information disclosed in ET proceedings. One for the useful authorities folder for sure. And a case ending with a hopeful plea for restraint!
bailii.org/uk/cases/UKEAT…
#ukemplaw
2/ A commercial director of Google was dismissed for alleged sexual comments & suggestions to 2 female colleagues at a dinner. He brought a wide ranging claim including a wide-ranging s.47B detriment & s.103A dismissal claim. This claim was brought against Google & 3 individuals.
3/ The essence of F's disclosures concerned alleged anti-competitive behaviour by Google in favouring 2 major travel industry clients.

Google applied to anonymise all clients in the bundle & to redact commercially sensitive info not relevant to determining the claim.
Read 20 tweets
Feb 28
1/ Fentem v Outform Emea: where the employee gives notice of termination & the employer later relies on a PILON clause to cut short the expiry of notice, the employer's act isn't a dismissal under s.95 ERA. The EAT decision in Hamblin is binding
bailii.org/uk/cases/UKEAT…
#ukemplaw
2/ In April 2019, F resigned on notice, giving 9 months' notice of termination of his employment. In December 2019, OE invoked a PILON clause, terminating F's employment early & paying him the salary due for the remainder of notice (though excluding bonuses that would be due).
3/ F brought an unfair dismissal claim in respect of the December termination. The ET held itself bound by the EAT decision in Marshall (Cambridge) Ltd v Hamblin that termination of a post-resignation period of notice by way of PILON didn't amount to a dismissal under s.95 ERA.
Read 20 tweets
Feb 28
AG v Taheri - EAT makes a restriction of proceedings order of indefinite duration under s.33 ETA against a serial claimant, who applies for jobs & brings discrimination claims when turned down, hoping to extract a small settlement.
bailii.org/uk/cases/UKEAT…
#ukemplaw
2/ Mr Taheri is one of those well-known serial litigants. He applies for a job, gets turned down & then brings a claim for race, age &/or disability discrimination in the hope of making some money out of it, valuing the claim in the thousands but settling in for hundreds.
3/ He'd never succeeded in any that had gone to hearing, often found vexatious, four times struck out plus a few times subject to deposit orders, with the claim struck out on not paying.
Read 5 tweets
Feb 28
1/ NMC v Somerville: Worker status exists when undertaking to do work personally for someone who isn't a client/customer. There's no additional irreducible minimum of obligation required. A mere right to withdraw is immaterial.
bailii.org/ew/cases/EWCA/…
#ukemplaw
2/ @robinsomerville was appointed as a panel member & chair of an NMC Fitness to Practise Committee. On a WTR holiday pay claim, the ET found S was a limb (b) worker given the existence of an overarching contract with the NMC & individual contracts when hearings were assigned.
3/ The ET found S agreed to provide services personally. It wasn't put off of finding S a worker by the fact that he was contractually able to refuse to accept any hearing date or to cancel his attendance at a hearing by notifying the NMC he was no longer available.
Read 17 tweets
Feb 17
1/ Kocur v Angard Staffing Solutions: CA holds reg 13 of the Agency Worker Regs gives agency workers a right to be informed of vacancies in the same terms as permanent workers but not a right to apply.
bailii.org/ew/cases/EWCA/…
#ukemplaw
2/ The case concerned an employment agency providing agency worker staff exclusively to the Royal Mail. When vacancies arose in the Leeds sorting office, they were put on the internal noticeboard for all to see, but permanent employees had the 1st chance to apply.
3/ K sought to argue that this was in breach of the right under reg 13(1) of the AWR, which provides: Image
Read 6 tweets
Feb 16
1. Water v The Mote Cricket Club: EAT upholds ET's decision that a cricket club groundsman operating through his own business was neither an employee nor a worker
bailii.org/uk/cases/UKEAT…
#ukemplaw
2. Mote employed a groundsman for many years until 2016. He had licence to live in residential accommodation as part of his contract. When he left, Mote engaged a self-employed contractor. At about that time, W obtained became shorthold tenant of the groundsman's property.
3. W was a member of the cricket club. In 2011, he set up a gardening & grounds business. 1 of his jobs was maintenance of another cricket pitch. When he ended the tenancy, he based his business at Mote & kept tools there (bringing in a shipping container to do so).
Read 8 tweets

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