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EAT guidance on applications for provision of information

9 May 2025

In Bari v Richmond and Wandsworth Councils [2025] EAT 54 the Employment Appeal Tribunal has held that an employment tribunal did not take a sufficiently principled and reasoned approach when considering and deciding a claimant’s application for the provision of information. Mr Bari who is disabled by reason of arthritis brought claims under the Equality […]

The differences between harassment & victimisation in the Equality Act 2010

11 November 2024

In University of Exeter v Dr Annette Plaut, the Employment Appeal Tribunal (EAT) reviewed an Employment Tribunal’s (ET) decision in a case about unfair dismissal, harassment and victimisation. Dr Plaut’s believed the conduct was related to her sex and/or her Jewish race. Dr Plaut was dismissed after more than 30 years of service and brought these […]

Failure to allow a postponement for a litigant in person with PTSD

19 August 2024

In Bennett v London Borough of Islington the Employment Appeal Tribunal (EAT) decided that an Employment Tribunal was wrong to reject Ms Bennett’s application on the second day of a ten day trial to postpone the hearing because her legal representative became unavailable. This change was a material one in the circumstances.  The Claimant had made […]

TUPE – Commissioning activities are not an “economic entity”? 

27 July 2024

In Bicknell v NHS Nottingham and Nottinghamshire Integrated Commission Board, the Employment Appeal Tribunal (EAT) confirmed, following the EAT’s previous decision in the case of Nicholls v London Borough of Croydon, that the commissioning activity carried out by Dr Bicknell and others for the NHS was not an “economic entity” for the purpose of applying […]

EAT orders the employer to disclose relevant documents

17 July 2024

One of the most important steps when preparing an employment law tribunal case for a hearing is when you exchange lists and copies of documents.  What does this mean? This is the stage in case preparation when the parties are obligated to disclose to each other documents that are relevant to the issues in the […]

Importance of acting reasonably – Acas uplift

7 January 2022

Was an Employment Tribunal permitted to apply the maximum ACAS uplift to both the aggravated damages award and the award for injury to feelings. Yes, held the Employment Appeal Tribunal (EAT) in Slade and others v Biggs and others.  Under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992, a Tribunal has […]