🧵Most appellate judgments keep you waiting to the end to work out who's won or lost. Sainsbury's v Clark is a welcome exception. The CA made clear as early as para 3 its disdain for the suggestion 100s of claimants should be struck out as their ACAS EC numbers weren't on the ET1
2/ The appeal forms the next preliminary chapter in one of the supermarket equal pay claims, which have now been ongoing for 8 years without reaching trial. Bean LJ made clear both in the hearing & in judgment his disdain of this lengthy litigation process.
3/ The CA noted that ET claim forms (both ET1 and the multiple claimant ET1A) only provide 1 box for an ACAS EC number for each respondent, & provides no extra boxes for details for 2nd, 3rd etc claimant details. The claimants here were set out in a schedule but not with EC nos.
4/ The question in this case was whether the ET should reject (& strike out if not rejected) claims by claimants whose EC number wasn't included on the ET1 issued for a multiple claimant claim.
5/ The CA upheld the EAT in finding that r.10 of the ET rules merely required the EC number for a certificate on which 1 of the prospective claimants appeared, not all of them, & hence there was no basis under r.10 for the claims in this case to be rejected.
6/ Moreover, ET rr.10-12 are prelim filters, with r.10 being an admin exercise not involving an EJ. If there's no rejection, the respondent can't later argue that it should've been rejected (even if right about that). It can only seek dismissal under r.27 or apply for strike out.
7/ That application would then render applicable the ET's power to waive non-compliance with a rule under ET r.6. That applies to breaches falling within rr.10-12 as much as the later parts of the ET rules.
8/ The legislative purpose of s.18A of the ETA 1996 was to require claimant to go to ACAS & to have an EC certificate (unless exempt) before presenting a claim. It wasn't part of the purpose to doom claims before the start if the number was wrongly entered or omitted from the ET1
9/ Hence the rules provide for the seeking of rectification or reconsideration where a claim is rejected at the prelim filter stage & provide for waiver of non-compliance under r.6 where not rejected but where the respondent applies for dismissal/strike out for lack of EC no.
10/ Hence the CA found against Sainsbury's on 2 bases: first, the requirements of the rules being limited to just 1 correct EC number, & 2ndly to the ways in which an error in an EC number can be rectified/waived to prevent a claim being doomed for omission.
🧵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.