In NHS Manchester v Fecitt and ors the Court of Appeal decided that the EAT was wrong to hold an employer vicariously liable for its employees victimising a whistleblower. The House of Lords has made clear that an employer can only be vicariously liable for the legal wrongs of its employees. As there is no[…]
Employers Not Vicariously Liable for Whistleblowing Victimisation by Employees
LATEST NEWS Oct 29, 2011
In Johnson-Caswell v MJB (Partnership) Ltd an employment tribunal decided that an independent financial advisor (IFA) who was purportedly self-employed was in fact an employee. In the tribunal’s view, a key element pointing to employee status was the need to comply with Financial Service Authority (FSA) requirements. The tribunal considered that the training and supervision[…]
The EAT has decided in Cordell v Foreign and Commonwealth Office that there was neither direct disability discrimination, nor a failure to make reasonable adjustments, when the FCO refused to provide a team of ‘lipspeakers’ to support a deaf employee’s proposed role in Kazakhstan. The EAT noted that, while cost is not decisive in deciding[…]
Like the TUC we believe that the government reforms to employment law will affect those already vulnerable in the workplace: For the TUCcommentary go to: http://www.tuc.org.uk/workplace/tuc-19507-f0.cfm
The government has today announced its plan to increase the qualifying period for unfair dismissal to two years from April 2012. It claims that this will save £6 billion for British business. For the press release go to: http://nds.coi.gov.uk/content/detail.aspx?NewsAreaId=2&ReleaseID=421449&SubjectId=2
The Government believes that one of the possible barriers to growth in the labour market is the stock of existing employment regulations and the flow of new ones. With this in mind, it has issued a new consultation paper which sets out proposed reforms to the employment tribunal system, with the aim of reducing the[…]
