Cases within P

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  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.

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  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.

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  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.

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  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.

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  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.

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  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.

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  Pearson v (1) Swindells and (2) British Telecommunications plc [1994] IT/48222/93 (1 report relating to this case)

  • Pregnant woman passed over for promotion

    Date:

    1 September 1995

    In Pearson v (1) Swindells and (2) British Telecommunications plc a Leeds industrial tribunal (Chair: J Prophet), finding that a female employee's impending absence on maternity leave weighed against her when she applied for promotion, holds that she was unlawfully discriminated against on the grounds of sex when she was turned down in favour of a man who could provide continuity.

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  Pedelty v Rotherham Metropolitan Borough Council [1993] IT/62051/92 (1 report relating to this case)

  • Victimised for alleging sexual harassment

    Date:

    1 March 1994

    A woman who was made to feel "like a leper" by her employer following her complaint that she had been sexually harassed over a period of time by a male colleague was unlawfully victimised, rules a Sheffield industrial tribunal (Chair: R L L Williams) in Pedelty v Rotherham Metropolitan Borough Council.

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  Peden v Specialist Photoprinters (Liverpool) Ltd t/a Max Spielman [2003] ET/1900257/2003 (1 report relating to this case)

  • Case digest

    Date:

    1 February 2004

    Hilary Slater, consultant with Cobbetts solicitors, provides a round-up of employment tribunal decisions on discrimination.

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  Pell v Wagstaff and Wheatley Hotel [2000] ET/2801882/99 (2 reports relating to this case)

  • Pell v Wagstaff and Wheatley Hotel

    Date:

    31 December 2000

    In Pell v Wagstaff and Wheatley Hotel [2000] ET/2801882/99, an employment tribunal found that Mr Pell had been less favourably treated on the grounds of his sex when he was turned down for a job because he refused to cut his long hair.

  • Unlawful discrimination resulting from hairstyle

    Date:

    1 December 2000

    In two recent cases (Erogbogbo v Vision Express UK Ltd; Pell v Wagstaff) the employer was held to have unlawfully discriminated against individuals because of their hairstyle.