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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  • Social media misconduct: Snapchat posts increased tiger kidnapping risk

    26 March 2019

    In Elliott v RMS Cash Solutions Ltd, a Northern Ireland tribunal held that a cash transit firm fairly dismissed an employee whose Snapchat posts revealed a colleague's personal details. The posts increased the risk of "tiger kidnapping", which involves staff or their families being kidnapped to force staff to help commit a crime.

  • Dismissing mentally ill employee for failing to attend meetings was discrimination, decides tribunal

    25 March 2019

    In Flemming v East of England Ambulance Services NHS Trust, an employment tribunal held that an NHS Trust discriminated against a mentally ill employee by dismissing him for gross misconduct following his failure to attend a sickness absence review meeting and occupational health appointments.

  • Religious discrimination: Justifying shift rota requiring work on Sabbath

    20 March 2019

    In The City of Oxford Bus Services Ltd t/a Oxford Bus Company v Harvey, the Employment Appeal Tribunal (EAT) held that, when deciding if an employer's working arrangements are justified, the tribunal must focus on justifying the rule in the particular circumstances of the business, rather than the application of the rule to the individual.

  • Maternity leave: Redundancy form sent to employee's inaccessible work email address

    13 March 2019

    In South West Yorkshire Partnership NHS Foundation Trust v Jackson and others, the Employment Appeal Tribunal (EAT) held that, as long as the miscommunication came from an administrative error, an employee whose redundancy redeployment form was sent to an inaccessible work email address was not unfavourably treated because she was on maternity leave.

  • Working time: Compensatory rest period need not be one continuous break of 20 minutes

    13 March 2019

    In Network Rail Infrastructure Ltd v Crawford, the Court of Appeal held that, under reg.24 of the Working Time Regulations 1998 (SI 1998/1833), a compensatory rest period need not consist of an uninterrupted 20 minutes provided that it has the same value in terms of contributing to the worker's wellbeing.

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