🧵Scheldebouw v Evanson: EAT follows Barnetson v Framlington Group in holding w/p privilege operates only if at the time of the negotiations the parties contemplated might reasonably have contemplated litigation if they couldn't agree. assets.publishing.service.gov.uk/media/63e20de3… #ukemplaw
2/ E was soon due to potentially to retire. At a meeting this possibility was discussed. Those discussions included agreeing on outstanding holiday entitlement. S made an offer in amicable discussions. It was rejected & E made a counter offer at a later date.
3/ E sought to refer to all of this in his Grounds of Claim. The question of whether it should be redacted as privileged was dealt with at a PH. E had accepted reference to the counteroffer (in green) should be redacted. An EJ agreed with E the remainder (blue) could be included.
4/ The EAT noted Barnetson is the leading authority, & gives particular guidance on where to draw the line in pre-litigation cases, with the crucial question being whether the parties contemplated litigation or might reasonably have done so if they'd not agreed.
5/ The fact that a party has made an 'opening shot' (i.e. a 1st offer of terms of settlement) is relevant but not necessarily conclusive - it'll always be a fact-sensitive question.
6/ In the present case, the ET had found that at the meeting at which the opening shot had been made, there'd been no expectation of S being sued - nothing more than an appreciation of the possibility (as always) of litigation.
7/ There'd also been no dispute at that point about whether E's employment should end, but merely re the financial settlement for ending it. The ET found it was only later on, when draft settlement agreements went between them, that dispute became clear.
8/ In dismissing the appeal, the EAT held the ET applied the objective test in Framlington correctly, & was entitled to find that when the offer was made there was no litigation contemplated. The suggested use of a settlement agreement was just out of commercial good sense.
9/ The EAT emphasised that whilst there's no need for hostility before the privilege is invoked, the ET was entitled to take account of the amicability of discussions in applying the test.
10/ To put it simply, at the time of the initial offer, the parties were in discussion about a matter which though both fully expected to resolve, such that neither of them were contemplating litigation. Thus the w/p privilege was inapplicable to those early discussions.
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🧵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.
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:
🧵 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.
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.
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.
🧵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.
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.
🧵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.
🧵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.
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.
🧵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.
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.