🧵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.
• • •
Missing some Tweet in this thread? You can try to
force a refresh
1/ Jaleel v Southend Uni Hospital: EAT provides useful reminder of how the shifting of the burden of proof operates under s.136 EqA both for direct discrimination claims & for harassment claims. assets.publishing.service.gov.uk/media/63e12e0d…
2/ The case concerns a consultant who was also Director of Medical Education, went sick, raised a grievance against her line manager, refused to return to the DME role until the grievance was heard, & wasn't happy the manager was on the panel when she applied for a new DME term.
3/ The point of use in this decision is the EAT's consideration of the shift of the burden of proof under s.136 EqA, paras 34-41.
1/ Morgan v Bucks CC: EAT upholds ET finding objective justification in dismissing an autistic social worker for handing out gifts to a foster child (against policy) where her disab made it more likely she'd repeat the offence, with consequential safeguarding concerns. #ukemplaw
2/ M was a senior social worker. Bucks CC policy precluded social workers handing child clients gifts save with senior manager permission. M breached that rule, as well as writing inappropriate reports about the foster carers (setting out her personal views on their actions).
3/ M was (among other impairments) autistic. In part she blamed her autism for her actions, though declined an OH assessment to look into this. In deciding to dismiss her, the dismissing officer was concerned she didn't accept fault & would repeat the breach.
1/ Bathgate v Technip UK: 𝗔 𝗿𝗲𝗮𝗹 𝗰𝗮𝘁 𝗮𝗺𝗼𝗻𝗴 𝘁𝗵𝗲 𝗽𝗶𝗴𝗲𝗼𝗻𝘀 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁: EAT holds a settlement agreement can't settle EqA claims which haven't yet arisen, but is restricted to complaints known to the parties at the time of settling.
2/ B was a chief officer on a number of vessels. He accepted voluntary redundancy on an enhanced basis & signed a settlement agreement including the following term covering the claims settled:
3/ The enhanced redundancy included an additional payment, but subsequent to B signing & terminating his employment the terms were set such that it was only due to those under aged 61. B sought to bring an age discrimination claim as a result.
1/ Simpson v Unite: Certification officer erred when considering issues of natural justice in respect of a s.108A declaration application for breach of Union rules, by not directing herself correctly on the fair-minded & informed observer test. bailii.org/uk/cases/UKEAT… #ukemplaw
2/ S appealed a certification officer's refusal to declare that he had been disciplined in breach of Unite's rules. S's complaint was a hearing officer, G, chaired the committee which raised the concerns, initiated investigations, suspended S & decided on holding a disciplinary.
3/ S argued this was a breach of natural justice.
The relevant Unite rules include Rule 27, which lays out the circumstances in which disciplinary hearings are constituted and how they are to be heard. A direction of the Exec Council provides guidance on their application.
1/ Phipps v Priory Education: EAT reviews the law on reconsideration where the losing party's legal rep was at fault, & finds no brightline between how to treat the party whose rep was incompetent as against one whose rep committed misconduct. assets.publishing.service.gov.uk/media/632de506… #ukemplaw
2/ Mrs P brought unfair dismissal, age & disability discrim claims revolving around a dismissal for failure to complete a qualification which was said to be mandatory for her to continue to work in a vulnerable children's home.
3/ Mrs P's legal rep applied for an adjournment shortly before trial on the basis that he'd suffered a medical emergency resulting from a brain infection. The adjournment was granted but the EJ ordered the rep to provide medical evidence re his condition & unfitness to attend.
1/ Concentric v Obi: EAT finds an ET can extend time under s.123 EqA w/o there being any reason for the lateness, & where extension would bring in historic matters the ET should apply the Adedeji forensic prejudice approach (but see Tweet 12 for a novel suggestion). #ukemplaw
2/ O worked at the R's outsourced call centre. She brought an ET claim in which she raised a number of claims of sexual harassment. At trial, the ET found 3 of these occurred & that they were part of a continuing act, whilst a racial harassment incident was a one-off.
3/ O's claim was brought 1 day out of time as regards the final sexual harassment act.
The ET found it just & equitable to extend time. This was in spite of finding O knew the time limits well, & the lack of any evidence about why she didn't bring the claim earlier.