-
- Type:
- Employment law manual
Updated to include information on Uber BV and others v Aslam and others, in which the Court of Appeal held that Uber drivers are workers.
-
- Type:
- Employment law manual
Updated to include information on Uber BV and others v Aslam and others, in which the Court of Appeal held that Uber drivers are workers.
-
- Type:
- Employment law manual
Updated to include information on Uber BV and others v Aslam and others, in which the Court of Appeal held that Uber drivers are workers.
-
- Type:
- Employment law manual
Updated to include information on Gan Menachem Hendon Ltd v De Groen, in which the EAT considered if a Jewish employee's dismissal for "cohabitation" amounted to religious discrimination.
-
- Type:
- Employment law manual
Updated to include information on Lord Chancellor and another v McCloud and others, in which the Court of Appeal considered whether or not transitional provisions for judges' and firefighters' pensions were justified.
-
- Type:
- Employment law manual
Updated to include information on Uber BV and others v Aslam and others, in which the Court of Appeal held that Uber drivers are workers.
-
- Type:
- Employment law manual
Updated to include information on Uber BV and others v Aslam and others, in which the Court of Appeal held that Uber drivers are workers.
-
- Type:
- Employment law manual
Updated to include information on South West Yorkshire Partnership NHS Foundation Trust v Jackson and others, in which the EAT considered if administrative failures in a redundancy process during maternity leave amounted to discrimination.
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- Type:
- Employment law manual
Updated to include information on Ishola v Transport for London, in which the EAT considered the correct comparison when comparing, in a reasonable adjustments claim, the adverse effect of the erratic payment of sick pay.
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- Date:
- 30 August 2018
- Type:
- Law reports
In Saad v Southampton University Hospitals NHS Trust, the Employment Appeal Tribunal (EAT) held that the primary question, when deciding if an employee acted in bad faith, is whether or not the employee acted honestly in making the discrimination allegation, not the employee's ulterior purpose.
