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Summary LPC Employment Law revision notes
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- Employment Law (LPC)
HIGH DISTINCTION - These notes contain main exam structures, SGS activities and solutions. It all comes organised per SGS and includes table of contents!
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EMPLOYMENT LAWTable of Contents
SGS 1: EMPLOYMENT STATUS AND WORKING TIME ........................................... 6
Main points and statutory provisions: ................................................................... 6
Exam structure: Employment status: Employee or Self-employed................... 6
1. Step 1: Definitions.............................................................................................................................. 6
2. Step 2: Apply the Ready Mixed Concrete & mutuality test .......................................................... 6
3. Step 3: Overall Conclusion: .............................................................................................................. 7
Pre-SGS Activity A – Employment status: Self-employed – Bernadette. ......... 8
1. Step 1: Definitions.............................................................................................................................. 8
2. Step 2: Apply the Ready Mixed Concrete & mutuality test .......................................................... 8
3. Step 3: Overall Conclusion: .............................................................................................................. 9
Agency Worker Regulations (AWR) 2010: Legislative provisions protecting
Agency workers ....................................................................................................... 10
DAY 1 RIGHTS – You can only claim these from the end-user ........................................................ 10
AFTER QUALIFYING PERIOD - A Claim can be made against the end-user and the agency: .. 10
SGS Activity 1 – Determining Employment Status: Employee or Self
Employed) ................................................................................................................. 11
Scenario 1 (Self-employed). ................................................................................................................ 11
Scenario 2 (Self-employed). ................................................................................................................ 12
Scenario 3 (Employee):......................................................................................................................... 14
Exam structure: Working Time Regulations Long-Form Structure ................. 16
1. Step 1: Do the WTR regulations apply to the individual? (if they are an employee – yes they
apply).......................................................................................................................................................... 16
2. Step 2: Identify the issues from the facts ..................................................................................... 16
3. Step 3: Do we need more information to be able to advise? If so, state what and why ........ 17
4. Step 4: What remedies are available?.......................................................................................... 17
5. Step 5: Practical steps for employer to minimise their liability. ................................................. 17
SGS Activity 2 - Do WTR Apply? - (Long form question – also MCQ): ........... 18
1. Step 1: Do the WTR regulations apply to the individual? (if they are an employee – yes they
apply).......................................................................................................................................................... 18
2. Step 2: Identify the issues from the facts ..................................................................................... 18
3. Step 3: Do we need more information to be able to advise? If so, state what and why ........ 19
4. Step 4: What remedies are available?.......................................................................................... 20
5. Step 5: Practical steps for employer to minimise their liability. ................................................. 20
Pre-SGS Activity B – Working Time Regulations (WTR) Do they apply to
individual? ................................................................................................................ 22
Step 1: Do the WTR apply? .................................................................................................................... 22
Step 2: Identify the issues from the facts .............................................................................................. 22
Step 1: Do the WTR apply? .................................................................................................................... 23
Step 2: Identify the issues from the facts .............................................................................................. 23
Remedies for breach of WTR: ................................................................................................................ 24
CASES ....................................................................................................................... 25
EMPLOYEE CASES ................................................................................................................................ 25
CASUAL WORKER CASES ................................................................................................................... 25
AGENCY WORKERS CASES................................................................................................................ 25
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SGS 2: TERMS OF THE CONTRACT AND POLICIES AND PROCEDURES
(usually MCQ) .............................................................................................................. 26
Pre-SGS Activity: Letter of written particulars in compliance with ss.1-7B
ERA ............................................................................................................................ 26
SGS Activity 1: Making suggestions on drafted contract of employment
(check if complied with legal obligations) – Critiquing contract ..................... 29
ON RESTRICTIVE COVENANTS (general principles governing restrictive covenants) ...... 33
IMPLIED TERMS (DUTIES FOR EMPLOYER AND EMPLOYEE) .......................................... 33
Employer: .................................................................................................................................................... 33
Employee: .................................................................................................................................................. 33
Both: ........................................................................................................................................................... 33
SGS Activity 2: Implied terms ................................................................................ 34
Elements of constructive dismissal (apply to facts): ................................................................................... 34
SGS 3: WRONGFUL DISMISSAL (last contractual SGS) – breach of contract .. 35
Exam structure: Wrongful dismissal .................................................................... 36
1. Step 1: Are they an employee? ..................................................................................................... 36
2. Step 2: Have they been dismissed? (actual or constructive) .................................................... 36
3. Step 3: Has the contract been breached? ................................................................................... 36
4. Step 4: Has the employer got any defence? (e.g gross misconduct) ...................................... 36
5. Step 5: Conclusion: do we think they have a claim on the face of it? ...................................... 36
6. Step 6: Remedy = Damages .......................................................................................................... 36
Exam structure: Calculation: Tax on any unworked period of notice ............. 37
SGS Activity 1 – Wrongful Dismissal Claim & Quantum calculation .............. 38
Quantum Calculation (Schedule of loss): ...................................................................... 39
What court to bring the claim in (depending on how much is the schedule of loss).................................. 39
Reduction to Quantum: .............................................................................................................................. 40
SGS Activity 2: Schedule of loss .......................................................................... 41
SGS Activity 3: Tax on any unworked period of notice ..................................... 42
SGS Activity 4: Unlawful deduction of wages claim s.13ERA 1996 ................ 44
SGS 4: DISCRIMINATION I – long form question ................................................... 45
5 Protected characteristics .................................................................................... 45
Prohibited conducts: ............................................................................................... 45
1. Direct discrimination (s.13 EA) – targeted obvious discrimination ........................................... 45
2. Indirect discrimination (s.19 EA10) – the application of a policy or rule .................................. 46
3. Harassment (s.26 EA10) – creating a hostile environment for a worker ............................... 46
4. Victimisation (s.27 EA10) – subjecting someone to a detriment for trying to rely on its
rights under the equality act. ................................................................................................................... 47
Exam structure: DISCRIMINATION (long form question) – Prospects of
success or a risk to a client ................................................................................... 48
1. Step 1: Identify precise claim(s) and legal test(s) ....................................................................... 48
2. Step 2: Claimant’s evidence to discharge burden of proof (burden of proof first lies with
claimant) .................................................................................................................................................... 48
3. Step 3: Consider respondent’s explanation and/or defence. .................................................... 49
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Ø Then the burden of proof shifts over to the Respondent to provide an adequate/lawful
explanation to the apparent discrimination. ................................................................................... 49
Ø For direct, indirect and victimisation the respondent will usually be the employer s.109(1)
EA10. Respondent’s explanation exam checklist: ............................................................................... 49
1. State who the respondent is: as per the facts of the case .................................................... 49
4. Step 4: Is any additional evidence required?............................................................................... 50
5. Step 5: Conclusion on the merits of the claim(s): Is the claim likely to succeed? .................. 50
6. Step 6: Remedies and time limits .................................................................................................. 50
7. Step 7: Practical advice .................................................................................................................. 52
SGS Activity 1: Direct Discrimination & Race – chance of success ............... 53
1. Step 1: Identify precise claim(s) and legal test(s) ....................................................................... 53
2. Step 2: Claimant’s evidence to discharge burden of proof (burden of proof first lies with
claimant) .................................................................................................................................................... 54
3. Step 3: Consider respondent’s explanation and/or defence. .................................................... 55
Ø Then the burden of proof shifts over to the Respondent to provide an adequate/lawful
explanation to the apparent discrimination. ................................................................................... 55
Ø For direct, indirect and victimisation the respondent will usually be the employer s.109(1)
EA10. Respondent’s explanation exam checklist: ............................................................................... 55
1. State who the respondent is: as per the facts of the case ........................................................ 55
4. Step 4: Is any additional evidence required?............................................................................... 55
5. Step 5: Conclusion on the merits of the claim(s): Is the claim likely to succeed? .................. 56
6. Step 6: Remedies and time limits .................................................................................................. 56
7. Step 7: Practical advice .................................................................................................................. 57
SGS Activity 2 – Multiple claims: Harassment of sexual nature/ Victimisation/
Direct discrimination ............................................................................................... 59
1. Step 1: Identify precise claim(s) and legal test(s) ....................................................................... 59
2. Step 2: Claimant’s evidence to discharge burden of proof (burden of proof first lies with
claimant) .................................................................................................................................................... 59
3. Step 3: Consider respondent’s explanation and/or defence. .................................................... 60
Ø Then the burden of proof shifts over to the Respondent to provide an adequate/lawful
explanation to the apparent discrimination. ................................................................................... 60
Ø For direct, indirect and victimisation the respondent will usually be the employer s.109(1)
EA10. Respondent’s explanation exam checklist: ............................................................................... 60
o State who the respondent is:...................................................................................................... 60
4. Step 4: Is any additional evidence required from claimant to discharge burden of proof? ... 62
5. Step 5: Conclusion on the merits of the claim(s): Is the claim likely to succeed? .................. 63
6. Step 6: Remedies and time limits (for all three claims: harassment, victimisation and direct
discrimination) ........................................................................................................................................... 63
7. Step 7: Practical advice .................................................................................................................. 64
Victimisation (short questions) .................................................................................... 66
Direct Discrimination (grievance) (short questions) ...................................................... 67
Direct Discrimination (gym membership) (short questions) ....................................... 68
SGS 5: DISCRIMINATION II – MCQS and Long-form (from employer's
perspective) ................................................................................................................. 71
Defences to prohibited conducts. ......................................................................... 71
Remedies for prohibited conducts: ...................................................................... 71
Exam structure: Disability Discrimination ........................................................... 72
1. Step 1: Identify precise claim(s) and legal test(s) ....................................................................... 72
2. Step 2: Claimant’s evidence to discharge burden of proof (burden of proof first lies with
claimant) .................................................................................................................................................... 72
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3. Step 3: Consider respondent’s explanation and/or defence. .................................................... 73
Ø Then the burden of proof shifts over to the Respondent to provide an adequate/lawful
explanation to the apparent discrimination. ................................................................................... 73
Ø For direct, indirect and victimisation the respondent will usually be the employer s.109(1)
EA10. Respondent’s explanation exam checklist: ............................................................................... 73
1. State who the respondent is: as per the facts of the case .................................................... 73
4. Step 4: Is any additional evidence required?............................................................................... 74
5. Step 5: Conclusion on the merits of the claim(s): Is the claim likely to succeed? .................. 74
6. Step 6: Remedies and time limits .................................................................................................. 74
7. Step 7: Practical advice .................................................................................................................. 75
Pre-SGS Activity 1 – Has the individual have a disability? – Short Questions
.................................................................................................................................... 76
Pre-SGS Activity 2: Indirect discrimination (on grounds of religion/belief) ... 78
SGS Activity 2 .......................................................................................................... 81
SGS 6: UNFAIR DISMISSAL – statutory right ......................................................... 87
Pre-SGS Part A –Unfair dismissal claim (capability): Likely for Eric to
succeed? ................................................................................................................... 87
Pre-SGS Part B – if member of a union ................................................................ 91
SGS Activity 1 Part A– Unfair dismissal (conduct) ............................................ 92
SGS Activity 1 Part B– If not meeting qualifying period.................................... 95
Exam structure: Is in an unfair dismissal? – 7 STEPS ...................................... 96
Step 1: Cite the location of the right ................................................................................................. 96
Step 2: Were they dismissed? ............................................................................................................ 96
Step 3: Qualification .............................................................................................................................. 96
Step 4 (Limb 1): Fair reason ................................................................................................................ 97
Step 5 (limb 2): Fairness in all circumstances ................................................................................ 98
Step 6: REMEMBER TO MENTION in exam ................................................................................... 100
Step 7: CONCLUSION on the merit/likelihood on the unfair dismissal claim success ...... 100
SGS 7: REDUNDANCY AND UNFAIR DISMISSAL REMEDIES ........................... 101
Remedies for Unfair dismissal ............................................................................ 101
o Basic award................................................................................................................................... 101
o Compensatory award ................................................................................................................. 102
Pre-SGS Activity 1: Basic formula calculation & Fair Redundancy Procedure
.................................................................................................................................. 103
Redundancy Procedure (ACAS does not apply here) – STEPS for Fair Redundancy Procedure – Q3........ 104
Pre-SGS Activity 2 Basic Award Calculation .................................................... 106
SGS Activity 1: Redundancy ................................................................................ 107
SGS Activity 2: Calculate Basic Award (mixed aged bands) .......................... 107
Exam structure: Calculation of Set Basic Award ............................................. 108
Exam structure: Steps for fair redundancy procedure .................................... 109
SGS 8: CONTENTIOUS EMPLOYMENT LAW ........................................................ 110
Pre-SGS Activity 1: Recall and apply time limits for particular claims ......... 110
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