Cases within H

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  Handels- og Kontorfunktionaerernes Forbund i Danmark v Dansk Arbejdsgiverforening (acting for Danfoss) [1989] IRLR 532 ECJ (1 report relating to this case)

  • Equal pay: case law update

    Date:

    2 March 2007

    This article looks at some of the significant judgments in the area of equal pay over the past year and their implications.

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  Handels-Og Kontorfunktionærernes Forbund I Danmark, acting on behalf of Høj Pedersen v Fællesforeningen For Danmarks Brugsforeninger, acting on behalf of Kvickly Skive [1999] IRLR 55 ECJ (1 report relating to this case)

  • Maternity rights: Less favourable treatment in pay prior to maternity leave prohibited

    Date:

    1 January 1999

    In Handels- og Kontorfunktionaerernes Forbund i Danmark (acting on behalf of Pedersen) v Faellesforeningen for Danmarks Brugsforeninger (acting on behalf of Kvickly Skive), the European Court of Justice rules that certain provisions of Danish law which permit the less favourable treatment in terms of pay of pregnant workers who are incapable of work due to a pregnancy-related illness prior to the commencement of their maternity leave contravene Article 119 and the Equal Pay Directive.

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  Harding v Dale Joinery Ltd [1994] IT/17827/92 (1 report relating to this case)

  • Harassment "in the course of employment"

    Date:

    1 December 1994

    Racial and sexual harassment can pose questions of whether the employer should be held legally liable, as Harding v Dale Joinery Ltd Brannen v Frigoscandia (Grimsby) Ltd and Chisnall Cumberbatch v Hickson and Department of Social Security illustrate.

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  Hardman v Mallon t/a Orchard Lodge Nursing Home [2002] IRLR 516 EAT (1 report relating to this case)

  • Sex discrimination: Failure to carry out risk assessment for pregnant woman is discrimination

    Date:

    21 February 2003

    In Hardman v Mallon, t/a Orchard Lodge Nursing Home, the EAT holds that a failure to carry out a risk assessment in respect of a pregnant employee as required by the Management of Health and Safety at Work Regulations 1999 amounts to unlawful sex discrimination. This is because carrying out a risk assessment is one of the ways in which a woman's biological condition during and after pregnancy is given special protection.

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  Hardy v Polk (Leeds) Ltd [2004] IRLR 420 EAT (1 report relating to this case)

  • Hardy v Polk (Leeds) Ltd

    Date:

    1 June 2004

    In Hardy v Polk (Leeds) Ltd [2004] IRLR 420 EAT, the Employment Appeal Tribunal held that an employee who is dismissed without notice or pay in lieu of notice is under a duty to mitigate his or her loss in respect of the notice period, and that earnings received from another employer during the (nominal) notice period must be offset against the compensatory award.

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  Hardy v Tourism South East [2005] IRLR 242 EAT (1 report relating to this case)

  • Collective redundancies: 'Proposing to dismiss' may include proposing to redeploy

    Date:

    29 April 2005

    In Hardy v Tourism South East, the EAT holds that a proposal to redeploy 26 employees on the closure of a regional office amounted to a plan to dismiss 20 or more employees and fell within s.188 of the Trade Union and Labour Relations (Consolidation) Act 1992.

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  Harland and Wolff Pension Trustees Ltd v Aon Consulting Financial Services Ltd [2006] EWHC 1778 (Ch) HC (1 report relating to this case)

  • Equal pay: case law update

    Date:

    2 March 2007

    This article looks at some of the significant judgments in the area of equal pay over the past year and their implications.

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  Harper v Virgin Net Ltd [2004] IRLR 390 CA (1 report relating to this case)

  • Damages: EDT is end of statutory notice in summary dismissals

    Date:

    21 May 2004

    In Harper v Virgin Net Ltd the Court of Appeal holds under s.97(2) of the Employment Rights Act 1996, where an employee is summarily dismissed, that employee's effective date of termination ("EDT") is only extended to the end of the statutory notice period to which he or she would have been entitled, and not to the end of their contractual notice period.

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  Harris v NKL Automotive Ltd and Matrix Consultancy UK Ltd EAT/0134/07 (1 report relating to this case)

  • Harris v NKL Automotive Ltd and Matrix Consultancy UK Ltd

    Date:

    29 October 2007

    In Harris v NKL Automotive Ltd and Matrix Consultancy UK Ltd EAT 0134/07, the Employment Appeal Tribunal (EAT) has upheld an employment tribunal's finding that a requirement to have tidy hair did not indirectly discriminate against a Rastafarian who wore his hair in dreadlocks.

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  Harris v Richard Lawson Autologistics Ltd [2002] IRLR 476 CA (1 report relating to this case)

  • Union recognition: Employee bound by agreement made with shop steward

    Date:

    7 October 2002

    In Harris v Richard Lawson Autologistics Ltd, the Court of Appeal holds that a shop steward had apparent or ostensible authority to negotiate an agreement on holiday pay on behalf of TGWU members he represented, notwithstanding that, on the assumed facts of the case, the agreement was not put to the members, and was concluded in contravention of TGWU standing instructions.