In Badara v Pulse Healthcare Ltd, the Employment Appeal Tribunal held that the employer should not have relied solely on negative Home Office checks when it dismissed the employee for failing to provide right to work documentation.
In Ibrahim v HCA International Ltd, the Court of Appeal reiterated the two-step test for an employment tribunal to follow when deciding if the claimant had a reasonable belief that the disclosures they were making were "in the public interest".
In Ward v Fiducia Comprehensive Financial Planning Ltd, an employment tribunal upheld a claim for constructive unfair dismissal, finding that the employer had put inappropriate and excessive pressure on the employee to agree to an extended restrictive covenant following his resignation.
In Bessong v Pennine Care NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the Equality Act 2010 cannot be interpreted to make an NHS trust vicariously liable for race discrimination for a patient's racially motivated attack on a mental-health nurse.
In Wisbey v Commissioner of the City of London Police and another, an employment tribunal held that a police force indirectly discriminated against a male police officer who was temporarily removed from rapid-response driving duties because he is colour blind.
In Hallett v Derby Hospitals NHS Foundation Trust, the Court of Appeal held that an NHS trust's use of commercial software to monitor rest breaks results in a breach of junior doctors' terms and conditions of service.
In Page v NHS Trust Development Authority, the Employment Appeal Tribunal upheld an employment tribunal decision that there was no religious discrimination where a non-executive director was suspended after voicing his opposition to same-sex couple adoption in the media.
In Simpson v Cantor Fitzgerald Europe, the Employment Appeal Tribunal upheld the tribunal decision that 37 disclosures made by a city worker are not protected disclosures within the meaning of s.43B of the Employment Rights Act 1996.
In Chief Constable of Norfolk v Coffey, the Court of Appeal upheld the tribunal decision that a police constabulary had directly discriminated against an officer because of its perception that her medical condition could develop into a disability in the future.
In Chief Constable of the Police Service of Northern Ireland and another v Agnew, the Northern Ireland Court of Appeal refused to limit workers' historic claims for the unlawful exclusion of overtime from holiday pay calculations.