Cases within P

• expand

  Payling v (1) Judge and (2) Gloucester Law Centre [1998] ET/1402617/97 (1 report relating to this case)

  • Law centre suspended worker for alleging race bias

    Date:

    1 March 1999

    In Payling v (1) Judge and (2) Gloucester Law Centre a law centre worker who was suspended following his allegation that the centre was possibly in breach of the Race Relations Act in the way it had handled a request for compassionate leave from an Asian member of staff was discriminated against by way of victimisation, holds a Bristol employment tribunal (Chair: H Parker).

• expand

  Paymentshield Group Holdings Ltd v Halstead EAT/0470/11 & EAT/0471/11 (1 report relating to this case)

  • Case round-up

    Date:

    1 November 2011

    Chris McAvoy, Cane Pickersgill, Tessa Harland, Sarah Wade and David Rintoul are associates at Addleshaw Goddard LLP. They round up the latest rulings.

• expand

  Pazur v Lexington Catering Services Ltd EAT/0018/19 (1 report relating to this case)

  • Working time: Threat to dismiss was unlawful detriment

    Date:

    3 October 2019

    In Pazur v Lexington Catering Services Ltd, the Employment Appeal Tribunal held that a kitchen porter had been subjected to a detriment when he was threatened with dismissal after he refused to return to work following a breach of his right to a rest break.

• expand

  Peace v City of Edinburgh Council [1999] IRLR 417 CS (1 report relating to this case)

  • Breach of contract: Injunction granted to restrain breach of contractual disciplinary procedure

    Date:

    1 September 1999

    An employee who was suspended pending the outcome of disciplinary proceedings was entitled to seek an interdict restraining his employer from proceeding in accordance with new disciplinary procedures in breach of his contract of employment, holds the Court of Session in Peace v City of Edinburgh Council.

• expand

  Peach v Fareham College ET/3103065/09 (1 report relating to this case)

  • First-aider who refused to help casualty was fairly dismissed

    Date:

    9 December 2010

    In this case, a first-aider's refusal to assist a student in need of help warranted his summary dismissal.

• expand

  Peacock v CIE International Ltd [2006] ET/1501277/05 (1 report relating to this case)

  • Case digest

    Date:

    1 September 2006

    Tina McKevitt, lecturer in employment law at University of Sheffield, provides a round-up of employment tribunal decisions on discrimination.

• expand

  Pearce v Governing Body of Mayfield Secondary School [2000] IRLR 548 EAT (2 reports relating to this case)

  • Homophobic abuse not discriminatory

    Date:

    1 September 2000

    In Pearce v Governing Body of Mayfield School (7 April 2000) EOR93B, the EAT rules that a woman teacher who was subjected to gender-specific homophobic verbal abuse was not unlawfully discriminated against on grounds of sex.

  • Sex discrimination: Gender-specific homophobic abuse is not automatically sex discrimination

    Date:

    15 June 2000

    In Pearce v Governing Body of Mayfield Secondary School, the EAT upholds an employment tribunal's decision that the only discrimination against a lesbian schoolteacher, who had suffered from regular homophobic abuse by pupils at her school, was on grounds of sexual orientation and not on grounds of sex.

• expand

  Pearce v Governing Body of Mayfield Secondary School [2001] IRLR 669 CA (4 reports relating to this case)

  • Sex discrimination: Homophobic abuse not discrimination on grounds of sex

    Date:

    15 October 2001

    In Pearce v Governing Body of Mayfield School, the Court of Appeal holds that in determining whether a lesbian teacher has been discriminated against on grounds of sex, the correct comparator to use is a male homosexual teacher.

  • Lesbian has no remedy for abuse

    Date:

    1 September 2001

    In Pearce v Governing Body of Mayfield School (31 July 2001), the Court of Appeal rules that a female teacher who was subjected to gender-specific, homophobic, verbal abuse was not unlawfully discriminated against on grounds of sex.

  • Human rights remedy for homophobic harassment?

    Date:

    1 September 2001

    In Pearce v Governing Body of Mayfield School the Court of Appeal has held that a lesbian teacher who was subjected to gender-specific homophobic verbal abuse by pupils was not unlawfully discriminated against on grounds of sex because she was not treated less favourably than a male teacher subjected to homophobic abuse would have been treated.

  • No retrospective cause of action under human rights provisions for lesbian schoolteacher

    Date:

    15 August 2001

    According to the Court of Appeal, the teacher, who was subjected to homophobic taunts and harassment by pupils that did not, at the time they occurred, amount to less favourable treatment on the grounds of her sex under the Sex Discrimination Act 1975 ("the SDA"), could not rely on provisions of the European Convention on Human Rights ("the Convention"), as scheduled to the Human Rights Act 1998 ("the HRA"), to claim retrospective compensation.

• expand

  Pearce v Roy T Ward (Consultants) Ltd EAT/180/96 (1 report relating to this case)

  • Contract of employment: Wrongful dismissal released employee from contractual obligations

    Date:

    15 February 1997

    An employee who was dismissed without notice in breach of his contract of employment was released from the further performance of that contract and so was not bound by his contractual obligation to repay relocation expenses received from his employer, holds the EAT in Pearce v Roy T Ward (Consultants) Ltd.

• expand

  Pearse v City of Bradford Metropolitan Council [1988] IRLR 379 EAT (1 report relating to this case)

  • Pool for comparison should be restricted to qualified applicants

    Date:

    1 September 1988

    In Pearse v City of Bradford Metropolitan Council (15.3.88) EOR21H, the EAT holds that the appropriate pool for comparison for the purpose of determining whether an eligibility requirement for a job has a disproportionate impact should be composed of those who are otherwise qualified for the post.