Employment and Labour Law in UK Law

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

    I can see no justification for the law giving the employee a remedy if the unjustified trust-destroying conduct occurs in some ways but refusing a remedy if it occurs in others. 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 jan. 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.

  • British Transport Commission v Gourley
    • House of Lords
    • 08 déc. 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 fév. 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 nov. 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.

  • Council of Civil Service Unions v Minister for the Civil Service
    • House of Lords
    • 22 nov. 1984

    By "irrationality" I mean what can by now be succinctly referred to as "Wednesbury unreasonableness" ( Associated Provincial Picture Houses Ltd. v. Wednesbury Corporation [1948] 1 K.B. 223). It applies to a decision which is so outrageous in its defiance of logic or of accepted moral standards that no sensible person who had applied his mind to the question to be decided could have arrived at it.

  • Johnson v Unisys Ltd
    • House of Lords
    • 22 mar. 2001

    Implied terms may supplement the express terms of the contract but cannot contradict them. Employment law requires a balancing of the interests of employers and employees, with proper regard not only to the individual dignity and worth of the employees but also to the general economic interest. Subject to observance of fundamental human rights, the point at which this balance should be struck is a matter for democratic decision.

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Legislation
  • Immigration Act 2016
    • UK Non-devolved
    • 1 janvier 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 ......
  • Modern Slavery Act 2015
    • UK Non-devolved
    • 1 janvier 2015
    ...... to make provision about slavery, servitude and forced or compulsory labour and about human trafficking, including provision for the protection of ... (2) Civil legal services provided in relation to a claim under employment law arising in connection with the conduct by virtue of which an ......
  • The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013
    • UK Non-devolved
    • 1 janvier 2013
    ...... “ACAS” means the Advisory, Conciliation and Arbitration Service referred to in section 247 of the Trade Union and Labour Relations (Consolidation) Act 1992 9 ; . “claim” means any proceedings before an Employment Tribunal making a complaint; . “claimant” means ......
  • Consumer Rights Act 2015
    • England & Wales
    • 1 janvier 2015
    ...... costs incurred in doing so (including in particular the cost of any labour, materials or postage). . (3) The consumer cannot require the trader to ... . (2) That does not include a contract of employment or apprenticeship. . (3) In relation to Scotland, this Chapter does not ......
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Books & Journal Articles
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Law Firm Commentaries
  • Global Legal Insights - Employment & Labour Law, 2nd Edition: United Kingdom
    • JD Supra United Kingdom
    Introduction - The year since the first edition of Global Legal Insights – Employment & Labour Law has seen some of the most far-reaching and significant employment law r...
  • Webinar: Focus on the Middle East – Key Labour and Employment Law Changes Across the Region
    • LexBlog United Kingdom
    Please join us for a webinar when we will discuss the impact of recent key changes to the Labour Laws across the Middle East region. To help your business prepare in advance, we will also consider ...
  • What’s Next For EU Employment Law?
    • Mondaq United Kingdom
    ......The answer lies in a recently issued Green Paper in which the EU Commission sets out a framework for Modernising labour law to meet the challenges of the 21st century. This has formed the basis of a public consultation in the first part of 2007. The emphasis of the ......
  • Announcement On Points Based System
    • Mondaq United Kingdom
    ...... (settlement) from 4 years to 5 years for persons in all current employment-related categories of entry to the UK (including work permit holders, ...It believes that workers from Eastern Europe can meet these labour needs. . Tiers 4 and 5 are for students, working holidaymakers and such ......
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