Employment Case Law Update 2022 Round Up

IN THIS SECTION

In this issue of our monthly employment case law update, we round up ten of the most interesting and noteworthy cases for employers from the past 12 months. Given the breadth of developments in employment law during 2022, shortlisting only ten cases was a particular challenge, but our monthly case law updates continue to be available on our website for your reference.

 

1. Rodgers v Leeds Laser Cutting Ltd

COVID-related dismissal

This year saw cases dealing with COVID-related dismissals, disciplinaries and return to work disputes start to come before the employment tribunal. In this case, the EAT found, on the facts, that the claimant, did not have a reasonable belief that there were substantial and impending dangers at work or elsewhere. Read our full case review here.

A further case from Scotland dealing with long COVID was Burke v Turning Point Scotland.

 

2. Smith v Pimlico Plumbers Ltd

Holiday pay 

Earlier this year, the long-running case between Smith and Pimlico Plumbers saw the Court of Appeal decide on the matter of holiday pay in relation to employment status. Read our full case review here.

On the subject of holiday pay – the case of Harpur Trust v Brazel brought significant change to holiday entitlement for those working unfixed hours. 

 

3. Forstater v CGD Europe

Gender critical belief discrimination 

The Employment Appeal Tribunal established that gender-critical views are protected as a belief under the Equality Act 2010. Read our full case review here. Other notable 2022 cases on this developing area of law include Bailey v Stonewall Equality Ltd and others, and Mackereth v DWP.

 

4. Kong v Gulf International Bank Ltd

Whistleblowing 

The Court of Appeal confirmed the conduct of a whistleblower when making a protected disclosure is a material consideration. Read our full case review here.

 

5. Kocur v Angard Staffing Solution Ltd

Agency worker rights 

The Court of Appeal gave clarity about the recruitment rights of agency workers. Read our full case review here.

 

6. Mogane v Bradford Teaching Hospitals NHS Foundation Trust

Employee consultation 

This decision reminds employers of the importance of meaningful redundancy consultation that allows affected employees the opportunity to influence the outcome, even where the redundancy pool is only one employee. Read our full case review here. 

 

7. Allen v Primark Stores Ltd

Indirect discrimination

The EAT confirmed the comparison pool for indirect discrimination claims must relate to precise PCP pleaded by claimant. Read our full case review here.

 

8. Macken v BNP Paribas  

Equal pay & sex discrimination 

The remedy hearing saw a payout of £2,080,000 in damages, which included £15,000 of aggravated damages, and an order for the employer to undertake an equal pay audit. Read our full case review here.

 

9. R v Andrewes 

Lying on CV

This Supreme Court decision deals with the confiscation regime under the Proceeds of Crime Act 2022. Read our full case review here.

 

10. Marangakis v Iceland Food Ltd

Vanishing dismissal 

The EAT considered circumstances where a disciplinary appeal is successful and the preceding dismissal is therefore regarded as having effectively ‘vanished’. Read our full case review here.

 

Need assistance?

If you have a question about employment case law and the impact of tribunal and court decisions on your business, DavidsonMorris’ experienced employment lawyers can help. Working closely with our specialist human resource colleagues, we offer a holistic advisory and support service for employers encompassing both the legal and people risks of workforce management. Speak to our experts today for advice.

 
Last updated: 29 December 2022

Author

Founder and Managing Director Anne Morris is a fully qualified solicitor and trusted adviser to large corporates through to SMEs, providing strategic immigration and global mobility advice to support employers with UK operations to meet their workforce needs through corporate immigration.

She is a recognised by Legal 500 and Chambers as a legal expert and delivers Board-level advice on business migration and compliance risk management as well as overseeing the firm’s development of new client propositions and delivery of cost and time efficient processing of applications.

Anne is an active public speaker, immigration commentator, and immigration policy contributor and regularly hosts training sessions for employers and HR professionals

About DavidsonMorris

As employer solutions lawyers, DavidsonMorris offers a complete and cost-effective capability to meet employers’ needs across UK immigration and employment law, HR and global mobility.

Led by Anne Morris, one of the UK’s preeminent immigration lawyers, and with rankings in The Legal 500 and Chambers & Partners, we’re a multi-disciplinary team helping organisations to meet their people objectives, while reducing legal risk and nurturing workforce relations.

Legal Disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct at the time of writing, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.

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