When deciding whether to allow an ammendment 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

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10/02/2010

  • When determining whether a complaint has been made, the ET needs to consider the ET1 (originating application) as a whole.
  • The "ET should have considered the balance of injustice to the parties of granting or refusing the amendment"(par64).
  • Just ticking the box is not enough to file a discrimination complaint. Some details need to be given.
  • The ET erred when it refused to hear an application to amend the ET1 owing to the lateness of the application. Lateness was only one factor that should have been taken into account.

Judge Slade in the EAT decided that the originating application (ET1) needs to be read as a whole when considering whether a particular complaint has been made.

A black and dyslexic claimant completed the ET1 without legal assistance. Although he ticked the Disability and Race boxes he failed to make any mention of any disability discrimination.

Citing Office of National Statistics v Ali [2005] the EAT upheld the ET's finding that the originating application did not contain a claim under the DDA.

The EAT however found that the ET erred when it refused to hear the claimant's application to amend the originating application so as to 're-label' events as falling within the DDA. The ET justified its refusal in that the application was made very late in the proceedings (closing submissions). The EAT used Selkent Bus Co Ltd T/A Stagecoach Selkent v Moore [1996] in ruling that the lateness of an application to amend is only one of the considerations to be taken into account when determining such an application.

The transcript of this case follows:-  
Baker v The Commissioner of Police of The Metropolis [2010]
Some recent employment cases:-


2010
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Cabin crew spending 5% of their time in the UK were considered to have worked partly at an establishment in Great Britain. - BA v Mak EAT [2010] UKEAT/0055/09/SM
The 'genuine occupational requirement' rule may apply to a maximum age for employment - Wolf v Stadt Frankfurt am Main [2010] Case C-229/08 ECJ
Different dress codes do not necessarily amount to sex discrimination - Dansie v. The Commissioner of Police for The Metropolis [2009] UKEAT
Certain conditions must exist for the obligation to carry out a risk assessment for a pregnant worker to arise - ONeill v. Buckinghamshire County Council [2010] UKEAT

2009
An employment tribunal may decide if a compromise decision is unenforcable - Industrious Ltd v Horizon Recruitment Ltd & Anor [2009] UKEAT
Registrar claiming right to refuse to officiate at civil weddings loses religious discrimination case - Ladele v London Borough of Islington [2009] EWCA Civ 1357
A philosophical belief based on science is protected by the Employment Equality (Religion or Belief) Regulations 2003 - Grainger Plc v Nicholson [2009] UKEAT/0219/09/ZT
Christian counsellor who would not help same sex couples was not discriminated against - McFarlane v Relate Avon Ltd [2009] UKEAT 0106_09_3011
Under TUPE the obligation to inform always applies, even when no measures are contemplated relating to the transfer - Cable Realisations Ltd v GMB Northern [2009] UKEAT
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Veakins v Kier Islington Ltd [2009] EWCA Civ 1288
For s4A(3) of the DDA to apply the employer must have known (or ought to have known) that the employee was disabled and that the disability would affect him in the manner described in section 4A(1) - DWP v Alam [2009] UKEAT 0242_09_0911
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
In cases of discriminatory dismissal tribunals may reduce compensation if the worker would in any event have been dismissed - Chagger v Abbey National Plc & Anor [2009] EWCA Civ 1202
It is possible to claim unfair dismissal abroad even if the workplace is registered outside the UK - Diggins v Condor Marine Crewing Services Ltd [2009] EWCA Civ 1133
Autoklenz 'Subcontractors' were employees - the contractual substitution clause was just 'window dressing' - Autoclenz Ltd v Belcher & Ors [2009] EWCA Civ 1046

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