In Dudley Bower Building Services Ltd v Lowe and others, the EAT holds that whether a stable economic entity exists in any given case, for the purposes of a transfer under the TUPE Regulations, is always a question of fact and degree.
In X v Y, the EAT holds that an employment tribunal was right to find that an employee who worked with young offenders was fairly dismissed after being cautioned for an act of gross indecency with another man in a public toilet and failing to disclose this to his employer.
In Fairhurst Ward Abbots Ltd v (1) Botes Building Ltd; (2) Mr K Vaughan and others, the EAT holds that a contract to provide building services, which was split up and put out to tender as two separate contracts when it was due to be renewed, became two separate economic entities capable of transfer under the Transfer of Undertakings (Protection of Employment) Regulations 1981.
In case C:151/02 Landeshauptstadt Kiel v Norbert Jaeger, the European Court of Justice (ECJ) ruled on 9 September 2003 that all on-call duty at a place determined by an employer constitutes working time in its entirety, even where the employee is permitted to rest at the place of work when their services are not required.
In Kutz-Bauer v Freie und Hansestadt Hamburg the ECJ holds that articles 2(1) and 5(1) of the Equal Treatment Directive (No.76/207/EC) must be interpreted to mean that provisions of a collective agreement applicable to the public service, which denies women entry to a part-time working scheme at age 60 due to their eligibility for an old-age pension (while men are not so eligible until age 65) are precluded, unless they can be objectively justified by objective criteria not related to any discrimination on grounds of sex.
In Marshalls Clay Products v Caulfield and others, Pearce v Huw Howatson Ltd, Clarke v Frank Staddon Ltd, Sutton v Potting Construction Ltd, Hoy v Hanlin Construction Ltd  IRLR 552 EAT, the Employment Appeal Tribunal held that a contractual provision for rolled-up holiday pay which identifies an express amount or percentage by way of an addition to basic pay is not unlawful in terms of the Working Time Regulations 1998.
In Relaxion Group plc v Rhys-Harper and related cases the House of Lords interprets anti-discrimination legislation to mean that employees should be protected against certain acts of post-termination discrimination by their employer.
In Alamo Group (Europe) Ltd v (1) Tucker (2) Twose of Tiverton Ltd, the EAT holds that where a transferor fails to comply with its duty to inform and consult upon a relevant transfer, liability for that failure passes to the transferee under reg. 5 of the TUPE Regulations.
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