Cases within M

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  McMenemy v Capita Business Services Ltd [2007] IRLR 400 CS (1 report relating to this case)

  • Part-time workers: Part-timers and bank holidays

    Date:

    8 August 2007

    In McMenemy v Capita Business Services Ltd [2007] IRLR 400 CS the Court of Session held that an employer that did not award time off in lieu of bank holidays to a part-time employee who did not work on Mondays was not in breach of the part-time worker Regulations.

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  McNally v Welltrade International Ltd, T James and Well Trade Middle East Ltd [1978] IRLR 497 HC (1 report relating to this case)

  • McNally v Welltrade International Ltd, T James and Well Trade Middle East Ltd

    Date:

    1 November 1978

    In McNally v Welltrade International Ltd, T James and Well Trade Middle East Ltd [1978] IRLR 497 HC, the High Court held that a claim for damages can be brought under the Misrepresentation Act 1967 against an individual who negligently advises an applicant that he or she is suitable for a job vacancy.

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  McPherson v BNP Paribas (London branch) [2004] IRLR 558 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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  McWilliam and others v Glasgow City Council [2011] IRLR 568 EAT (1 report relating to this case)

  • EAT upholds validity of compromise agreements preventing equal pay claims

    Date:

    18 April 2011

    The Employment Appeal Tribunal has held that compromise agreements preventing employees from bringing equal pay claims against a council are valid, even though the employees had been advised by solicitors engaged by the council. 

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  Meade-Hill and National Union of Civil and Public Servants v British Council [1995] IRLR 478 CA (2 reports relating to this case)

  • Mobility clause challenged

    Date:

    1 September 1995

    In Meade-Hill and another v British Council (7 April 1995), the Court of Appeal holds that a contractual mobility clause was capable of challenge on grounds that it was indirectly sex discriminatory, notwithstanding that the term had not yet been invoked, and that it was a term with an adverse impact upon women because a higher proportion of women than men are secondary earners who would find it impossible to move their workplace to a destination which involved a change of home. The Court of Appeal does not deal, however, with whether the mobility clause was justifiable.

  • Sex discrimination: Mobility clause indirectly discriminatory against women

    Date:

    1 May 1995

    In Meade-Hill and another v The British Council, the Court of Appeal holds that the inclusion of a mobility clause in a married woman's contract of employment constituted indirect discrimination against her as a woman under the Sex Discrimination Act 1975.

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  Mears v Safecar Security Ltd [1982] IRLR 183 CA (1 report relating to this case)

  • Mears v Safecar Security Ltd

    Date:

    1 May 1982

    In Mears v Safecar Security Ltd [1982] IRLR 183 CA, the Court of Appeal held that, in determining an implied term, regard should be had to all the circumstances, including the way the contract had been operated in the past.

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  Meister v Speech Design Carrier Systems GmbH Case C-415/10 ECJ (1 report relating to this case)

  • EU law does not require employers to disclose details of successful candidate to unsuccessful job applicant

    Date:

    24 April 2012

    The European Court of Justice has held that an employer is not obliged to provide an unsuccessful job applicant with information on the successful candidate, although a failure to do so could lead to an inference of discrimination in a subsequent tribunal claim.

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  Melia v Magna Kansei Ltd [2006] IRLR 117 CA (1 report relating to this case)

  • Public interest disclosure: Compensation for whistleblower's detriment to date of dismissal

    Date:

    24 March 2006

    In Melia v Magna Kansei Ltd, the Court of Appeal holds that where an employee has been subjected to detriment for having made a protected disclosure and then resigned claiming constructive dismissal, compensation for injured feelings should be assessed over the entire period up to the date of termination.

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  Mennell v Newell & Wright (Transport Contractors) Ltd [1997] IRLR 519 CA (1 report relating to this case)

  • Asserting statutory rights: Allegation of infringement of right must be reason for dismissal

    Date:

    1 November 1997

    In Mennell v Newell & Wright (Transport Contractors) Ltd, the Court of Appeal holds that an employee may have the right not to be unfairly dismissed for asserting a relevant statutory right even though the employer has not actually infringed that right.

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  Mercury Communications Ltd v (1) Scott-Garner (2) the Post Office Engineering Union [1983] IRLR 494 CA (1 report relating to this case)

  • Industrial action: POEU dispute not related mainly to redundancy fears

    Date:

    6 December 1983

    The Employment Act 1982 narrowed the definition of a trade dispute so that a dispute must now relate wholly or mainly to one of the specified matters. In Mercury Communications Ltd v Scott-Gamer and The Post Office Engineering Union, the Court of Appeal examines documents and letters written on behalf of the union and concludes that the POEU probably could not show that the dispute arose from fear of redundancies rather than from its political objections to the Government's policies.