Jason Braier Profile picture
Mar 22, 2022 23 tweets 9 min read Read on X
1/ Guardian v Rozanov & EFG Private Bank: EAT holds ET should've acceded to post-trial request from Guardian to be provided with various trial docs in line with open justice principles. Important case on the ET & appellate tests to be applied.
assets.publishing.service.gov.uk/media/6239aeeb…
#ukemplaw
2/ By this appeal, the Guardian News appealed against an ET's refusal to order EFG to provide it with copies of the ET1, ET3, skeletons, witness statements & bundle documents after the final hearing of the claim.
3/ The underlying case was a whistleblowing detriment & dismissal claim brought by Mr Rozanov, a private banker. Although the ET accepted protected disclosures were made, the detriment & dismissal claims failed.
4/ At trial, EFG client names were redacted & a r.50 order was made re 3 individuals who'd paid in money to a redacted client & in re a former whistleblower.
5/ 7 weeks after judgment, a Guardian reporter sought the documents set out above, explaining it was in the public interest due to evidence the bank, among other things, breached anti-money laundering regs and tried to facilitate a $100m transaction to a Chechen warlord.
5B/ The Guardian also relied on a need to understand matters referred to in the judgment, accuracy of reporting, to inform debate & to obtain further info about the matter to assist further enquiries. Subsequently they also relied on FCA compliance & handling of the dismissal.
6/ EFG objected to the application. They submitted the ET was now functus officio & had no power to make the order, but if there was discretion it shouldn't be exercised. They said the scheme re access to documents only applies to the course of the hearing, not afterwards.
7/ The Guardian subsequently noted a new Sup Ct decision in Dring v Cape, where the Sup Ct set out wide powers re disclosure of court records to non-parties, focused on the principles of open justice. This led EFG to accept the ET had the power, but it urged against its use.
8/ The ET ordered copies of the ET1 & ET3 held by the ET would be provided, but refused to lift the r.50 order or to order EFG to provide the additional documents requested. The Guardian appealed the decision re documents though not re r.50 or access to the trial bundle itself.
9/ The ET hadn't considered the open justice principle particularly applied, finding the Guardian request not focused on C's treatment nor on whistleblowing, nor on understanding the ET system, but on extraneous issues re the transactions. It doubted the FCA & dismissal reasons. Image
10/ Moroever, outside of the ET1 & ET3, as retained by the ET, the ET was concerned about the practicalities & costs of ordering EFG to supply lots of documents to the newspaper. It noted they could've had access during the hearing & considered it disproportionate to order now. Image
11/ The Guardian's appeal focused on the principles of open justice, asserting the ET failed to properly define it, reached a perverse decision & applied the balancing factors wrongly. Image
12/ Starting with Dring, the EAT looked at the purposes of open justice. In Dring there were 2 categories (scrutiny of judges, understanding the system's operation) & left open the possibility of other categories. Image
13/ The EAT considered the exposure of matters of public interest could be relevant (see Harman) & that under the ECHR the proportionality of a derogation from open justice should be subject to intense focus. The importance of the press to legal reporting is also relevant. ImageImage
14/ HHJ Taylor asked whether the fact that documents can be inspected during the hearing means a limit on inspection afterwards. His answer was an emphatic 'no', relying on Dring & its approval of the CA's liberal construction of open justice in R (Guardian) v Westminster Mags ImageImageImageImage
15/ HHJ Tayler noted that appellate decisions on applications derogating from the open justice principle are considered exercises of discretion (or analogous) & thus require deference to be given to the EJ's decision rather than carrying out the a proportionality test anew. ImageImage
16/ The proper approach for the EAT to take to appeals considering ECHR proportionality assessments was that set out in R(R) v Greater Manchester Police as endorsed and clarified more recently in Ziegler. ImageImageImage
17/ Thus primary & secondary factual findings are subject to a perversity test, the proportionality assessment relies on those facts, but the proportionality decision can be overturned if wrong due to, eg, flaws in reasoning, gap in logic, ignoring a material factor. Image
18/ Applying the principles, HHJ Tayler considered the ET erred in finding the open justice principle not strongly engaged. The ET had downplayed the journalistic reasons for wishing to have the documents & ignored FCA & dismissal handling reasons relevant to open justice. ImageImage
19/ In line with R(R), the EAT considered the ET adopted too narrow an approach to open justice, & ignored that acceding to the appn might result in material being released which was of wider public interest (as per Harman). There were proper journalistic reasons for release. Image
20/ The ET had placed too great an emphasis on practical problems when there was no suggestion of practical difficulties providing much of the requested documentation. That balance showed the determination to be wrong. ImageImageImage
21/ The Guardian hadn'tsought to appeal against the ET's refusal to undo the r.50 order or to unredact documents. That also meant the Art 8 issues had been dealt with & the right decision all the clearer. The EAT held the only possible answer was to make the order sought.
22/ Yet another very helpful judgment from HHJ Tayler on an important area. And this one isn't any surprise - I'm not sure any other EJ was as committed as the then EJ Tayler to the importance of providing copies of w/s & bundles at the back of the room for the public to see.

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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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