Cases within L

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  Lindsay v Ironsides Ray and Vials [1994] IT/13993/91 (1 report relating to this case)

  • Black trainee solicitor unlawfully dismissed

    Date:

    1 December 1994

    A black trainee solicitor who was dismissed when she failed her Law Society finals was unlawfully discriminated against on grounds of race, rules a Leicester industrial tribunal (Chair: P D Williams) in Lindsay v Ironsides Ray & Vials.

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  Lisboa v Realpubs Ltd and others EAT/0224/10 (1 report relating to this case)

  • Pub's re-positioning policy discriminated against gay customers and employee

    Date:

    20 January 2011

    The Employment Appeal Tribunal has held that an employer discriminated against a gay employee when it implemented a re-positioning policy, for a pub, that discriminated against gay customers. 

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  Live Nation Venues (UK) Ltd v Hussain and other appeals EAT/0234/08, EAT/0235/08 & EAT/0236/08 (1 report relating to this case)

  • Age discrimination: Employee dismissed for displaying 'ageist tendencies' was not discriminated against on grounds of age

    Date:

    12 January 2009

    In Live Nation Venues (UK) Ltd v Hussain and other appeals EAT/0234/08, EAT/0235/08 & EAT/0236/08, the EAT held that the fact that the employer's decision to dismiss was influenced by the employee's perceived difficulty in being managed by two younger female colleagues did not give rise to an inference that the dismissal was on grounds of the employee's age.

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  LM Boychuk v HJ Symons Holdings Ltd [1977] IRLR 395 EAT (1 report relating to this case)

  • LM Boychuk v HJ Symons Holdings Ltd

    Date:

    1 October 1977

    In LM Boychuk v HJ Symons Holdings Ltd [1977] IRLR 395 EAT, the EAT held that an employee who insisted on wearing a "Lesbians Ignite" badge was fairly dismissed because the employer asserted that the badge could cause offence to fellow employees and customers.

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  Local Government Yorkshire and Humber v Shah EAT/0587/11 & EAT/0026/12 (1 report relating to this case)

  • Acas code of practice: Uplift to compensation for failure to follow code not available to workers

    Date:

    23 January 2013

    In Local Government Yorkshire and Humber v Shah EAT/0587/11 & EAT/0026/12, the EAT held that the potential uplift in compensation awarded where an employer unreasonably fails to comply with the "Acas code of practice on disciplinary and grievance procedures" applies only in the case of employees. A worker who was subjected to an unlawful detriment was not entitled to an uplift.

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  Lockwood v Crawley Warren Group Ltd EAT/1176/99 (1 report relating to this case)

  • Refusal of request to work at home

    Date:

    1 March 2001

    In Lockwood v Crawley Warren Group Ltd the EAT has ruled that an employer applied a requirement or condition when it turned down a new mother's request to work at home.

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  Lodwick v London Borough of Southwark [2004] IRLR 554 CA (1 report relating to this case)

  • Points of procedure

    Date:

    26 November 2004

    A review of recent significant cases on practice and procedure in the employment tribunals, EAT and Court of Appeal.

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  Loftus v Roberts [1902] 18 TLR CA (1 report relating to this case)

  • Loftus v Roberts

    Date:

    31 December 1902

    In Loftus v Roberts [1902] 18 TLR 532 CA, the Court of Appeal held that when a contract of employment is made all the key terms must be identifiable or the agreement will not be enforceable.

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  Logan v Commissioners of Customs and Excise [2004] IRLR 63 CA (1 report relating to this case)

  • Points of procedure: part 2

    Date:

    16 April 2004

    The second of our two-part feature on noteworthy decisions in practice and procedure at the employment tribunals and EAT looks at bias, the right to a fair hearing and a range of other issues.

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  Lomond Motors Ltd v Clark EATS/0019/09 (1 report relating to this case)

  • Redundancy: Employer was entitled to determine narrow pool for redundancy selection

    Date:

    11 November 2009

    In Lomond Motors Ltd v Clark EATS/0019/09, the EAT held that an employment tribunal had erred in finding a dismissal unfair on the grounds that the redundancy selection pool had been incorrectly drawn. The tribunal had substituted its own view for that of a reasonable employer. The tribunal had further erred in its assessment of compensation.