Law reports

Precedent-setting cases from the EAT and appellate courts, along with reports of selected tribunal cases.

This tool will help you:

  • Stay up to date with developments in case law.
  • Keep informed about the situations that have led to employment tribunal claims.

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  • Court of Appeal rules on constructive knowledge of disability

    Date:
    15 February 2018

    In Donelien v Liberata UK Ltd, the Court of Appeal held that the employer did not have constructive knowledge of the employee's disability and that it had done all it could "reasonably be expected to have done" to find out about the nature of the employee's health problems.

  • Restrictive covenants: Non-compete clause too wide to be enforceable

    Date:
    8 February 2018

    In Tillman v Egon Zehnder, the Court of Appeal held that a six-month non-compete clause that prevented the employee from being "concerned or interested in any business carried on in competition" after termination of employment was unenforceable as it would bar her from being a shareholder in a competing business.

  • Disability discrimination: £110,165 award for absence dismissal

    Date:
    8 February 2018

    In Carrabyne v Department for Work and Pensions, the employment tribunal awarded £110,165 to a disabled claimant who was dismissed while on a final written attendance warning following an absence unrelated to her disabilities.

  • EAT considers employment status of construction worker on "umbrella" contract

    Date:
    1 February 2018

    In Blakely v On-Site Recruitment Solutions Ltd and another, the Employment Appeal Tribunal (EAT) allowed the appeal against the finding that the claimant was neither a worker nor an employer because the tribunal's reasoning was fundamentally flawed.

  • Fairness of dismissal not affected by compliance with Fixed-term Employees Regulations

    Date:
    26 January 2018

    In Royal Surrey County NHS Foundation Trust v Drzymala, the Employment Appeal Tribunal considered the fairness of an employee's dismissal by her employer's decision not to renew her fixed-term contract, including the effect of the employer's compliance with the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.