Employment and Labour Law in UK Law

Leading Cases
  • Malik and Mahmud v Bank of Credit and Commerce International SA
    • House of Lords
    • 12 June 1997

    The trust and confidence required in the employment relationship can be undermined by an employer, or indeed an employee, in many different ways. The conduct must, of course, impinge on the relationship in the sense that, looked at objectively, it is likely to destroy or seriously damage the degree of trust and confidence the employee is reasonably entitled to have in his employer.

  • Moeliker v A. Reyrolle & Company Ltd
    • Court of Appeal (Civil Division)
    • 30 January 1976

    This head of damage only arises where a plaintiff is at the time of the trial in employment, but there is a risk that he may lose this employment at some time In the future, and may then, as a result of his Injury, be at a disadvantage in getting another job or an equally well paid job.It is a different head of damages from an actual lose of future earnings which can already be proved at the time of the trial.

  • Abernethy v Mott, Hay and Anderson
    • Court of Appeal (Civil Division)
    • 06 February 1974

    A reason for the dismissal of an employee is a set of facts known to the employer, or it may be of beliefs held by him, which cause him to dismiss the employee. If at the time of his dismissal the employer gives a reason for it, that is no doubt evidence, at any rate, as against him, as to the real reason, but it does notnecessarily constitute the real reason.

  • British Transport Commission v Gourley
    • House of Lords
    • 08 December 1955

    In an action for personal injuries the damages are always divided into two main parts. First, there is what is referred to as special damage which has to be specially pleaded and proved. This consists of out-of-pocket expenses and loss of earnings incurred down to the date of trial, and is generally capable of substantially exact calculation. Secondly, there is general damage which the law implies and is not specially pleaded.

  • Shamoon v Chief Constable of the Royal Ulster Constabulary
    • House of Lords
    • 27 February 2003

    This analysis seems to me to point to the conclusion that employment tribunals may sometimes be able to avoid arid and confusing disputes about the identification of the appropriate comparator by concentrating primarily on why the claimant was treated as she was. Was it on the proscribed ground which is the foundation of the application? That will call for an examination of all the facts of the case.

  • Locobail (U.K.) Ltd v Bayfield Properties Ltd
    • Court of Appeal (Civil Division)
    • 17 November 1999

    By contrast, a real danger of bias might well be thought to arise if there were personal friendship or animosity between the judge and any member of the public involved in the case; or if the judge were closely acquainted with any member of the public involved in the case, particularly if the credibility of that individual could be significant in the decision of the case; or if, in a case where the credibility of any individual were an issue to be decided by the judge, he had in a previous case rejected the evidence of that person in such outspoken terms as to throw doubt on his ability to approach such person's evidence with an open mind on any later occasion; or if on any question at issue in the proceedings before him the judge had expressed views, particularly in the course of the hearing, in such extreme and unbalanced terms as to throw doubt on his ability to try the issue with an objective judicial mind (see Vakauta v. Kelly (1989) 167 CLR 568); or if, for any other reason, there were real ground for doubting the ability of the judge to ignore extraneous considerations, prejudices and predilections and bring an objective judgment to bear on the issues before him.

  • Walls Meat Company Ltd v Khan
    • Court of Appeal (Civil Division)
    • 24 October 1978

    It is simply to ask this question: Had the man just cause or excuse for not presenting his complaint within the prescribed time? Ignorance of his rights - or ignorance of the time limit - is not just cause or excuse, unless it appears that he or his advisers could not reasonably be expected to have been aware of them. If he or his advisers could reasonably have been so expected, it was his or their fault, and he must take the consequences.

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Legislation
  • Immigration Act 2016
    • UK Non-devolved
    • January 01, 2016
    ...... about the enforcement of certain legislation relating to the labour market; to make provision about language requirements for public sector ... connection with prohibition orders made under section 3A of the Employment Agencies Act 1973,. . . (b) any function of an officer acting for the ......
  • Trade Union Act 2016
    • UK Non-devolved
    • January 01, 2016
    ...... In this Act “the 1992 Act” means the Trade Union and Labour Relations (Consolidation) Act 1992. Ballot thresholds for industrial ... . . (b) section 10(6) of the Employment Relations Act 1999;. . . (c) regulations made under section 2(4) of the ......
  • Trade Disputes Act 1906
    • UK Non-devolved
    • January 01, 1906
    ......that it induces some other person to break a contract of employment. or that it is an interference with the trade, business, or. employment of ...other person to dispose of his capital or his labour as he wills. S-4. Prohibition of actions of tort against trade unions.4 ......
  • Disabled Persons (Employment) Act 1958
    • UK Non-devolved
    • January 01, 1958
    ......entitled to have his name removed from the register on making a. written application to the Minister of Labour and National. Service for it to be removed. S-3. Provision of sheltered employment by local authorities.3 Provision of sheltered employment by local ......
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Books & Journal Articles
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Law Firm Commentaries
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Forms
  • Chapter LPOG8360
    • HMRC Guidance manuals
    • Formularios de Derecho Civil, Mercantil y Registral
    ...... Illegal working means the employment of those who have no right to be in the UK or who are working beyond their ... offences encompass slavery, servitude and forced or compulsory labour and human trafficking including facilitating an individual’s travel with ......
  • Chapter CCM20040
    • HMRC Guidance manuals
    • Formularios de Derecho Civil, Mercantil y Registral
    • HM Revenue & Customs
    ...... an initial period of five years in order to regulate access to its labour market - CCM20100. This was subsequently extended for a further two years ... of these eight countries, unless exempt, must register their employment with the Home Office Workers Registration Scheme. From 1 May 2011, ......
  • Chapter NMWM02070
    • HMRC Guidance manuals
    • Formularios de Derecho Civil, Mercantil y Registral
    • HM Revenue & Customs
    ......-payment of the national minimum such as taking their case to an Employment Tribunal (NMWM02100) or Industrial Tribunal (NMWM02110) are often ... the Labour Relations Agency (NMWM02090) (in Northern Ireland). an independent legal ......
  • Chapter NIM07040
    • HMRC Guidance manuals
    • Formularios de Derecho Civil, Mercantil y Registral
    .... . . Sections 128-130 Employment Rights Act 1996. Sections 152, 163-164 and paragraph 161(2) of Schedule A1 Trade Union and Labour Relations (Consolidation) Act 1992. An employee who has been dismissed ......
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