Cases within F

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  Faccenda Chicken Ltd v Fowler and others [1986] IRLR 69 CA (1 report relating to this case)

  • Contracts of employment: When employee competition is lawful

    Date:

    4 February 1986

    In Faccenda Chicken Ltd v Fowler and others the Court of Appeal upholds the High Court's ruling that, in the absence of a restrictive covenant, a company's former employees were free to make use of their knowledge of that company's customers and pricing structure while working for a competitor, thereby enabling them to solicit trade from their former employer's customers.

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  Fairfield Ltd v Skinner [1993] IRLR 4 EAT (1 report relating to this case)

  • Fairfield Ltd v Skinner

    Date:

    1 January 1993

    In Fairfield Ltd v Skinner [1993] IRLR 4 EAT, the EAT held that there must be justification for making a deduction from wages, even when authority has been given in the contract.

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  Falkirk Council and others v Whyte and others [1997] IRLR 560 EAT (1 report relating to this case)

  • Sex discrimination: "Requirement or condition" need not be absolute bar

    Date:

    15 October 1997

    A "requirement or condition" applied by an employer does not have to constitute an absolute bar in order for it to be challenged as amounting to indirect sex discrimination, holds the EAT in Falkirk Council and others v Whyte and others.

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  Fareham College Corporation v Walters [2009] IRLR 991 EAT (1 report relating to this case)

  • Fareham College Corporation v Walters

    Date:

    15 July 2009

    The Employment Appeal Tribunal has held that, in a claim of disability-related discrimination, and where the employer had failed to make a reasonable adjustment, the employment tribunal's failure to carry out a comparative exercise according to London Borough of Lewisham v Malcolm did not invalidate its decision that there had been less favourable treatment for a reason related to the employee's disability.

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  Farrant v The Woodroffe School [1998] IRLR 176 EAT (1 report relating to this case)

  • Misconduct: Dismissal for disobeying unlawful instruction not necessarily unfair

    Date:

    1 January 1998

    In Farrant v Woodroffe School, the EAT holds that a dismissal is not necessarily unfair where the reason for it was the employer's genuine but mistaken belief that the employee was refusing to obey an instruction falling within the scope of his contract of employment.

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  Farrell Matthews & Weir v Hansen [2005] IRLR 160 EAT (1 report relating to this case)

  • Deductions from wages: Failure to pay declared bonus was unlawful deduction

    Date:

    25 February 2005

    In Farrell Matthews & Weir v Hansen, the EAT holds that a non-contractual bonus that had been declared constituted wages under s.27(3) of the Employment Rights Act 1996. The employer's failure to pay it therefore amounted to an unlawful deduction from wages.

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  Fasipe v London Fire and Civil Defence Authority [2001] ET/2304129/98 (1 report relating to this case)

  • £224,949 net award

    Date:

    1 September 2001

    In Fasipe v London Fire and Civil Defence Authority a London South employment tribunal (Chair: G H K Meeran) has awarded compensation of £224,949 for race discrimination and victimisation.

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  Fecitt and others and Public Concern at Work v NHS Manchester [2012] IRLR 64 CA (1 report relating to this case)

  • Whistleblowing victimisation: Court of Appeal sets out correct causation test

    Date:

    27 October 2011

    The Court of Appeal has held that the test where a worker is alleging a detriment for whistleblowing is to decide whether or not the protected disclosure has materially influenced (in the sense of being more than a trivial influence) the employer's treatment of the individual. 

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  Fecitt and others v NHS Manchester [2011] IRLR 111 EAT (1 report relating to this case)

  • Whistleblowing: EAT equates whistleblowing detriment claims with discrimination claims for purpose of employer's burden of proof

    Date:

    25 October 2011

    In Fecitt and others v NHS Manchester [2011] IRLR 111 EAT, the EAT held that, where a worker has suffered a detriment following a protected disclosure, the employer must prove that its act or deliberate failure to act was “in no sense whatever” on the grounds that the employee had done the protected act.

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  Felstead v Dennis's Coaches and others [1994] IT/28243/92 (1 report relating to this case)

  • European Commission Code followed

    Date:

    1 June 1994

    The standards set out in the European Commission Code of Practice on measures to combat sexual harassment at work are now regularly used by industrial tribunals, as Felstead v Dennis's Coaches and others, Roberts v Nolene Ltd and others, and Shaw v Northern Ireland Hospice and another illustrate.