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Court of Appeal case study: Sullivan v Isle of Wight Council
In a recent Court of Appeal decision, it was confirmed that external job applicants are not protected under the Employment Rights Act (ERA) for whistleblowing, unlike NHS applicants. This ruling stems from the case of Sullivan v Isle of Wight Council, where the claimant argued that her whistleblowing disclosures should grant her protection similar to that of NHS job applicants.
Employment case study: Easton v Secretary of State for the Home Department [2025]
The recent EAT case of Easton v Secretary of State for the Home Department concerned the question of withholding key information on a job application. Mr Easton failed to inform his employer that he had previously been dismissed for gross misconduct, and (less importantly) of a three month period of unemployment.
Hewston v Ofsted
Employee could not be expected to know that single incident involving pupil would warrant dismissal.
Mistaken but genuine belief in employee’s resignation can be a fair reason for dismissal
Discover the Employment Appeal Tribunal's decision in Korpysa v Impact Recruitment Services, where a genuine but erroneous belief in an employee's resignation was deemed a potentially fair reason for dismissal under the Employment Rights Act. Learn about the case details, tribunal decisions, and implications for employers.
EAT reduces ‘manifestly excessive’ award for injury to feelings
In Eddie Stobart Ltd v Graham, the Employment Appeal Tribunal (EAT) reduced the compensation awarded by the Employment Tribunal to a successful claimant, concluding that an award of £10,000 for injury to feelings was “manifestly excessive and therefore perverse” given the limited impact of the employer’s actions.
Court of Appeal Landmark Case: Discrimination and expressing beliefs on social media
In the much anticipated judgment in Higgs v Farmor’s School, the Court of Appeal has found that the claimant was subjected to unlawful discrimination for expressing controversial beliefs on social media.
The Neonatal Care (Leave and Pay) Act 2023 – What Employers Need to Know
The Neonatal Care (Leave and Pay) Act 2023 will come into effect on 6 April 2025, amongst a suite of employment law changes on the horizon.
Sexual harassment in the workplace: New duty on employers
Employers have a duty to prevent sexual harassment in the workplace under the Worker Protection (Amendment of Equality Act 2010) Act 2023
Counting the cost: Understanding your ethnicity pay gap guide
We are pleased to share our new guide: Counting the cost: Understanding your ethnicity pay gap, co-produced with NHS Providers, the membership organisation for the NHS hospital, mental health, community and ambulance services that treat patients and service users in the NHS.
The important distinction between positive action and positive discrimination
A recent Tribunal case has highlighted the importance for employers of knowing the difference between positive action and positive discrimination.
The new Employment Rights Bill: what employers need to know
In this first in a series of posts focusing on the new Employment Rights Bill, Andrew Davidson provides an overview of the bill as published.
When is a belief protected and is English nationalism capable of such protection?
Is English nationalism considered a protected belief? This question was brought to light in the recent Employment Tribunal case of Thomas v. Surrey and Borders Partnership NHS Foundation Trust (2024). In this article, Bronya Greatrex delves into the details of the case to explore its implications.
When and how should the EAT exercise its discretion to extend the time limit for submitting an appeal?
There have recently been developments on how extensions of time are considered by the EAT, with a move away from the usually stricter approach historically taken.
Employment Case Study: Vaughan v Modality Partnership
In Vaughan v Modality Partnership, the Employment Appeal Tribunal provides guidance on the correct procedure to adopt when considering applications to amend tribunal pleadings.