Cases within L

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  Langston v Cranfield University [1998] IRLR 172 EAT (1 report relating to this case)

  • Redundancy: Application of reasonableness test in redundancy cases

    Date:

    15 April 1998

    In Langston v Cranfield University, the EAT rules that an industrial tribunal determining a claim of unfair dismissal by reason of redundancy must consider as a matter of course whether there was unfair selection, lack of consultation or failure to seek alternative employment on the part of the employer.

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  Lansing Linde Ltd v Kerr [1991] IRLR 80 CA (1 report relating to this case)

  • Contracts of employment: Prospect of success at trial - relevance in injunction decision

    Date:

    11 January 1991

    In Lansing Linde Ltd v Kerr the Court of Appeal holds that the High Court was entitled to refuse an employer's application for an interim injunction restraining a former employee from working for a competitor in breach of a restrictive covenant.

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  Latham v Eastern Counties Newspapers Ltd [1994] IT/32453/93 (1 report relating to this case)

  • PRP scheme lacked transparency

    Date:

    1 June 1994

    An assessment process for performance-related pay purposes, which led to a woman being paid £780 a year less than men on like work, suffered from confusion, double counting and an absence of transparency, rules a Norwich industrial tribunal (Chair: D R Crome) in Latham v Eastern Counties Newspapers Ltd.

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  Laval Un Partneri Ltd v Svenska Byggnadsarbetareförbundet and others [2008] IRLR 160 ECJ (1 report relating to this case)

  • Laval Un Partneri Ltd v Svenska Byggnadsarbetareförbundet

    Date:

    3 January 2008

    The European Court of Justice (ECJ) has held that industrial action by a trade union in Sweden to prevent a Latvian company from paying low wages to workers posted from Latvia could not be justified.

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  Lawrence and others v Regent Office Care Ltd and others [2002] IRLR 822 ECJ (3 reports 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.

  • Equal pay: case law update

    Date:

    3 February 2006

    We review recent significant equal pay cases and their implications. Developments of note include the application of the "single source" test to comparators within an employment unit, and a reference to the ECJ on whether use of length of service as a pay system criterion requires specific objective justification.

  • Equal pay: Transferred workers cannot compare their pay with retained workers

    Date:

    10 January 2003

    Article 141 of the EC Treaty of Rome is not limited to situations where men and women work for the same employer, but it does not cover the situation where pay differences between equal pay claimants and their comparators cannot be attributed to a single source, so that there is no single body responsible for the inequality and which can restore equal treatment, the European Court of Justice holds in Lawrence and others v Regent Office Care Ltd and others.

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  Laws Stores Ltd v Oliphant [1978] IRLR 251 EAT (1 report relating to this case)

  • Unfair dismissal: Dismissal for gross misconduct under company rules may not be fair

    Date:

    25 October 1978

    Generally, dismissal of an employee for a single act of misconduct where the offence in question is specified as one that will result in dismissal under the company's disciplinary rules and procedure, is likely to result in a finding of fair dismissal. But, as Laws Stores Ltd v Oliphant shows, this will not always be so.

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  Lawton v BOC Transhield Ltd [1987] IRLR 404 HC (1 report relating to this case)

  • Negligence: High Court recognises liability for negligent references

    Date:

    4 August 1987

    In Lawton v BOC Transhield Ltd the High Court rules that an employer owes an ex-employee a duty of care when giving a reference to a prospective employer. But the court holds that the defendant company was not negligent in the particular circumstances as there was ample evidence to support the opinions expressed in the reference.

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  LB Steel v (1) The Union of Post Office Workers and (2) The General Post Office [1977] IRLR 288 EAT (1 report relating to this case)

  • Sex discrimination: EAT says "justifiable" means "necessary"

    Date:

    15 August 1977

    In the same way that the EAT's interpretations resuscitated the Equal Pay Act, recent decisions would now appear to be giving the Sex Discrimination Act a new lease of life. In Price v The Civil Service Commission and Steel v The Post Office, the EAT takes the same broad, commonsense approach to the indirect discrimination provisions of the Sex Discrimination Act that it has to the like work provisions of the Equal Pay Act.

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  Leach v Office of Communications (OFCOM) [2012] IRLR 839 CA (1 report relating to this case)

  • Employer concerned about reputation fairly dismissed employee on basis of unproven allegations regarding children

    Date:

    18 July 2012

    The Court of Appeal has upheld a decision that OFCOM was entitled, in dismissing an employee, to rely on an official disclosure that he presented a risk to children and consider the potential reputational damage if the allegations against him were true.

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  Leacock v Zeller & Sons plc [1994] IT/30339/93 (1 report relating to this case)

  • Victimised for accusing MD of being a racist

    Date:

    1 March 1995

    A black employee was unlawfully victimised when he was barred from his company's bonus scheme after he accused his managing director of being a racist, rules a London (North) industrial tribunal (Chair: P R K Menon) in Leacock v Zeller & Sons plc.