Jason Braier Profile picture
Mar 17, 2022 20 tweets 7 min read Read on X
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.
4/ The ET acceded to the request, making the below order. The ET noted the clients played no part in the proceedings & found the request within the powers under ET rules 29 & 50, applying a test as to what the interests of justice required. Image
5/ The ET considered F's claim wouldn't be prejudiced by making the orders, noting the client identities & commercially sensitive info was irrelevant to the issues to be determined, & finding the interference with the principle of open justice a minimal one.
6/ F appealed the decision on the basis there was no power to make the order, the ET was wrong to find F wouldn't be prejudiced by it & that the ET had reversed the justification for burden of redaction (which lies on the party proposing redaction).
7/ The EAT agreed with F that errors had been made in the application of the tests & that the matter should be remitted. The judgment is a very useful trawl through relevant case law. Another HHJ Tayler judgment for the useful judgments file.
8/ HHJ Tayler started by clarifying the need to distinguish a number of different principles: the disclosure obligation - only if relevant & necessary for fair determination of the issues, possible redaction of irrelevant sections, r.50 orders. Image
9/ The EAT moved on to the case law on the disclosure obligation, quoting heavily from Tesco v Element on the dual requirements of relevance and necessity for the fair disposal of the proceedings: ImageImageImageImage
10/ Next was redaction, noting where a part of a document falls outside the disclosure obligation it needn't be disclosed & hence can be redacted. However, that where material falls within the obligation but is confidential an order would need to be sought, usually under r.50. Image
11/ The EAT then noted the importance of the open justice principle (see Dring) before considering case law on the naming of names, which emphasises the public interest in having names attributed to parties involved in reported stories. ImageImage
12/ It may be that to the lawyers the names aren't of such interest as they may not prove essential to determination of the issues. But that would be the wrong focus. The public interest won't be satisfied by anonymity, & the right to report cases is central to Art 10/Art 6.
13/ As to r.50, the EAT was clear that it allowed for protection of commercially confidential info. That was clear from its cross-reference to s.10A of the ETA, which expressly includes such info within its protection. However the test applicable is the open justice principle. Image
14/ The burden of establishing that there should be a derogation from the open justice principle is on the party seeking the derogation, required to establish with clear evidence the harm to the privacy rights of the person seeking to restrict publication. Image
15/ The relevant principles weren't referred to by the parties at the ET & hence not properly applied by the EJ. Hence the appeal was allowed & the question remitted. 1 particular problem was that the ET application relied on r.29 & r.50 but ignored r.31, the disclosure rule.
16/ Although r.31 doesn't deal specifically with redaction (& hence the case management powers under r.29 were applicable), the EAT considered that the decision on redaction had to be informed by the principles applicable to disclosure under r.31. Image
17/ Absent attention being drawn to the right principles, the EJ hadn't considered A10 or the case law on the importance of naming the names of those involved in legal proceedings. Here there was a strong argument the public would wish to identify the 2 preferential clients. Image
17/ Likewise the order to allow redaction of commercially sensitive & irrelevant info hadn't undergone the appropriate structural analysis. EJ Tayler suggested the following 4-step approach: Image
18/ In obiter, HHJ Tayler was somewhat vexed to learn that 100 disclosures were relied upon, questioning whether that sort of approach furthered the overriding objective.
19/ Relying on his own observations in Vaughan v Modality, Tayler urged focus on disclosures likely to have given rise to detriments, rather than thinking that the more protected disclosures pleaded, the greater the prospects of success. He urged quality over quantity. Image

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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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