On appeal: Holiday pay, dismissal and mitigating loss
This report relates to 3 case(s)
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Eastwood and another v Magnox Electric plc [2002] IRLR 447 CA
(3 other reports)
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- Date:
- 1 November 2002
A Court of Appeal ruling could mean the days of massive county court compensation pay-outs for cases of stress are numbered.
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- Date:
- 10 September 2002
The number of massive compensation payouts awarded for stress by the county courts could be slashed following a Court of Appeal ruling.
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- Date:
- 15 May 2002
In Eastwood and Williams v Magnox Electric plc, the Court of Appeal holds that employees who claimed that they were subjected to months of bullying and harassment and then unfairly dismissed, could not bring a county court claim for damages for breach of either the implied term of mutual trust and confidence or the duty of care owed by the employer to the employee.
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MPB Structures Ltd v Munro [2002] IRLR 601 EAT
(3 other reports)
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- Date:
- 30 December 2002
In MPB Structure Ltd v Munro, the EAT in Scotland holds that the Working Time Regulations 1998 require holiday pay to be paid at the appropriate rate as and when the holiday is taken.
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- Date:
- 1 July 2002
Employers who pay holiday pay by putting extra into the weekly or monthly pay packet could be liable for arrears dating back to 1998 following a ruling that it is unlawful.
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- Date:
- 21 May 2002
This week's case roundup from Eversheds, covering stress claims and holiday pay funds.
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Wilding v British Telecommunications plc [2002] IRLR 524 CA
(2 other reports)
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- Date:
- 9 December 2002
In Wilding v British Telecommunications plc, the Court of Appeal upholds a decision by an employment tribunal that, by refusing an offer of part-time re-employment, an employee who had been unfairly dismissed and discriminated against on the ground of his disability had thereby failed to mitigate his loss.
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- Date:
- 16 April 2002
This week's case roundup, covering whether an employee's refusal of an offer of part-time work was unreasonable and whether the reduction of an employee's salary following disciplinary action and demotion constituted an unlawful deduction from wages.
Continuing our regular series on the
implications of recent significant cases, Sarah Keeble, a partner in the Olswang
Employment Group, looks at the issues.
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