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Even where lists of issues have been agreed between the parties they should be scrutinised by employment judges. Price v Surrey County Council & Anor [2011] UKEAT 0450_10_2710	07/11/11
Employment Tribunal Written Reasons must contain sufficient detail to understand the decision Greenwood v. NWF Retail Ltd [2011] UKEAT/0409/09/JOJ	09/03/11
Where an employee alleges unlawful conduct by his employer to his employer's own solicitor this can not be considered defamatory. Wallis & Anor v Meredith [2011] EWHC 75 (QB)	15/02/11
Employment tribunal under no obligation to transfer unfair dismissal, racial discrimination and religious discrimination case to the tribunal nearest the workplace Faleye & Anor v UK Mission Enterprise Ltd & Ors [2010] UKEAT 0359_10_0809	10/01/11
Guidance regarding the reading of witness statements aloud in tribunals has been given by Underhill P President the Employment Appeals Tribunal. He believes that this "wastes the time of the Tribunal and the parties" without achieving much of value. He recommends rather that where necessary parts of statements e.g. technical passages be read aloud when necessary. This might also be necessary in elucidating statements made by unrepresented litigants. Individual tribunals will decide whether to take statements as read where the parties' lawyers wish for this.	15/12/10
The effective date of termination is not necessarily when a letter is received, but when it can reasonably be expected to have been read Gisda Cyf v Barratt [2010] UKSC 41	14/10/10
An employer can not plead its own irrationality in seeking to amend a compromise agreement Gibb v Maidstone & Tunbridge Wells NHS Trust [2010] EWCA Civ 678	30/06/10
Time limits may be extended following wrong information from an employer (but not an adviser) Northamptonshire County Council v Entwhistle [2010] UKEAT/0540/09/ZT	29/06/10
Litigation privilege applies to advice from consultants and lawyers from the time litigation becomes an issue Scotthorne v. Four Seasons Conservatories (UK) Ltd [2010] UKEAT 0178_10_1405	25/06/10
The disclosing of without prejudice communications Woodward v Santander [2010] UKEAT/0250/09/ZT	26/05/10
Criterion for awarding uplifts under the Dispute Resolution Procedures Lawless v Print Plus [2010] UKEAT/0333/09/JOJ	25/05/10
When deciding whether to allow an amendment the lateness of the application is only one factor to be taken into account by the employment judge Baker v The Commissioner of Police of The Metropolis [2010] UKEAT 0201_09_0502	10/02/10
A discrimination case may not proceed on the mere possibility that evidence might emerge during cross examination ABN Amro Management Services v Hogben [2009] UKEAT 0266_09_0111	29/11/09
Review of sanctions application: the judge does not have to expressly consider each factor set out in CPR 3.9 St Albans Girls School & Anor v Neary [2009] EWCA Civ 1190	19/11/09
'Subcontractors' were employees - perversity appeals and the judge's notes Autoclenz Ltd v Belcher & Ors [2009] EWCA Civ 1046	14/10/09
Contract was ultra vires but employee still able to pursue unfair dismissal claim under ERA 96 Shrewsbury & Telford Hospital NHS Trust v Lairikyengbam [2009] UKEAT 0499_08_2108	22/08/09
Equal Pay - New Comparators constitute the addition of a new cause of action; they vary (not terminate) Contracts   -   Potter v N.Cumbria NHS TRUST	02/06/2009
Employment tribunals will first consider whether the case is in time. Farr v Ryefell Ltd - EAT - [2009]	20/04/09
Starting off on the wrong foot - the little details are important    -   Chowles v West	30/03/2009
The tribunal must not elaborate when answering questions put by the EAT (Burns-Barke procedure) - WOODHOUSE SCHOOL v WEBSTER - [2009] EWCA Civ 91	01/03/2009
Tribunals should “give reasons which are candid, intelligible, transparent and coherent” CLARK v CLARK CONSTRUCTION - 2008	06/01/2009
Internal Appeal Ending On Last Day Did Not Prevent 3 Month Extension Ashcroft v Haberdashers - EAT 2008	10/01/08
Sleight Of Hand Given Thumbs Down By Employment Appeals Tribunal ROYAL BANK OF SCOTLAND v BEVAN	6/12/2007
Disclaimer : articles and information published by WorkRep.co.uk are intended for general information purposes only. No representations or warranties of any kind, express or implied, about the completeness, accuracy or reliability of such information are made. © 2009 Workrep

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