Cases within W

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  Webster v Princes Soft Drinks [2005] ET/1803942/04 (1 report relating to this case)

  • Case digest

    Date:

    1 October 2005

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

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  Webster v The Chief Constable of the Hertfordshire Constabulary [2000] ET/200687/99 (1 report relating to this case)

  • Colour vision requirement discriminated against men

    Date:

    1 September 2000

    A London North employment tribunal (Chair: A M Lewzey) in Webster v The Chief Constable of the Hertfordshire Constabulary rules that a male police officer who was removed from operational duties because his colour vision did not meet the required standards, was indirectly discriminated against on grounds of sex.

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  Weddall v Barchester Healthcare Ltd; Wallbank v Wallbank Fox Designs Ltd [2012] IRLR 307 CA (3 reports relating to this case)

  • Employer's liability: Employer vicariously liable for employee's violent assault in response to instruction

    Date:

    30 July 2012

    In Weddall v Barchester Healthcare Ltd; Wallbank v Wallbank Fox Designs Ltd [2012] IRLR 307 CA, the Court of Appeal affirmed that an employer's vicarious liability for a violent assault on another employee or third party will depend on whether or not the unlawful act was sufficiently closely connected with the employment.

  • Case round-up

    Date:

    1 March 2012

    David Malamatenios and Georgina Kyriacou are partners, and Krishna Santra, Colin Makin and Sandra Martins are associates at Colman Coyle Solicitors. They round up the latest rulings.

  • Employer vicariously liable for employee's assault on managing director

    Date:

    10 February 2012

    The Court of Appeal has affirmed that, where an employee inflicts violence on another employee or third party, the vicarious liability of the employer for the employee's violent act will depend on the closeness of the violent act to the employee's employment. 

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  Weddell v Breeze Benton Solicitors [2004] All ER (D) 225 (Jul) EAT (1 report relating to this case)

  • Points of procedure

    Date:

    26 November 2004

    A review of recent significant cases on practice and procedure in the employment tribunals, EAT and Court of Appeal.

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  Wedgewood v Minstergate Hull Ltd EAT/0137/10 & EAT/0174/10 (1 report relating to this case)

  • Case round-up

    Date:

    1 September 2010

    Annabel Mackay and Adam Johnson, associates at Addleshaw Goddard, detail the latest rulings.

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  Weekes v The Secretary of State for Work and Pensions (Jobcentre Plus) ET/1100124/09 (1 report relating to this case)

  • Dismissal of depressed and disabled employee was fair

    Date:

    8 March 2010

    Dismissal of depressed and disabled employee was fair

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  Weeks v Everything Everywhere Ltd ET/2503016/2012 (1 report relating to this case)

  • Social media: employee fairly dismissed over "Dante's Inferno" Facebook comments

    Date:

    19 March 2013

    The employment tribunal held that the claimant was fairly dismissed after making threats on Facebook to a colleague who had reported him to the employer for his frequent references to his workplace as "Dante's Inferno".

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  Weeks v Newham College of Further Education EAT/0630/11 (1 report relating to this case)

  • Case round-up

    Date:

    1 September 2012

    Sarah Wade, Rosie Kight, Amy Ross-Sercombe, Kate Edminson and Lydia Newman are associates at Addleshaw Goddard LLP. They round up the latest rulings.

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  Welch v Barclays Bank plc [2005] ET/1101289/05 (1 report relating to this case)

  • Case digest

    Date:

    1 March 2006

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

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  Welch v MSB International plc [1998] ET/1100300/98 (1 report relating to this case)

  • "Men-only" recruitment policy

    Date:

    1 March 1999

    In Welch v MSB International plc an Ashford employment tribunal (Chair: A Bano) holds that a woman who was rejected for a sales consultant post because it was the company's policy not to appoint women to those positions was unlawfully discriminated against, and awards compensation of £58,312.