In A v B Local Authority and Another  EWCA Civ 766 the Court of Appeal has upheld a tribunal’s decision that a headteacher was fairly dismissed for failing to disclose her relationship with a sex offender. The school was maintained by the local authority and had a governing body.
The headteacher (A) was in a relationship with a man who was convicted of making indecent images of children in February 2010 and placed on the sex offender’s register. A did not live with the man.
The European Court of Justice has held that a person who applies for a job with the sole purpose of applying for compensation for discrimination when the application is rejected is not covered by the Equal Treatment Framework Directive or the Equal Treatment Directive in Kratzer v R+V Allgermeine Versicherung. Such person may also have committed an abuse of rights.
As of this month legislation has come into force in the Isle of Man which allows heterosexual couples to form civil partnerships. Although the Isle of Man is a crown dependency separate from the UK, it remains closely tied to the UK. The new legislation in the Isle of Man is likely to create renewed pressure in the UK for straight couples to have the same rights, and to be able to enter into civil partnerships as an alternative to marriage.
The Employment Appeal Tribunal (EAT) has considered the involvement of HR and in-house legal professionals in dealing with disciplinary matters and the risks of influencing any decision in the case of Dronsfield v University of Reading.
Dr Dronsfield was employed as a Professor at Reading University but was dismissed without notice for his failure to disclose to the University a personal relationship with a student in breach of the University’s policies and procedures. He brought a claim for unfair dismissal.
Draft legislation has been published by HM Revenue & Customs making changes to the way that termination payments will be taxed from April 2018. Termination payments are payments by employers to employees generally to compensate them for the fact that their employment is coming to an end. They may also be used to ‘buy off’ potential claims that an employee may have in order to prevent litigation.