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The government has confirmed that it is to amend the law in light of Redfearn v UK.
Mr Redfearn argued he had been dismissed after becoming a BNP councillor, i.e. on grounds of his political affiliation. He was unable to claim unfair dismissal against his employer, Bradford City Council, because he did not have the continuity of employment needed to do so. He was unsuccessful with a claim under the Race Relations Act 1976 – his complaint was of discrimination on political grounds, outside of the scope of discrimination legislation. The European Court held the continuity requirement breached Article 11 of the European Convention, namely the right to protest and to freedom of association.
As a result, no continuity of service will be needed where the alleged dismissal is on grounds of political belief or affiliation. Employers must not overlook this new exemption when proposing to dismiss any employee who has not attained the relevant continuity of employment for a standard unfair dismissal claim.
Break rights have proved a fertile source of litigation over the last few years. More often than not, tenants have found themselves on the wrong end of the decisions. However, a Court of Appeal decision yesterday has bucked that trend.
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One of the requirements for tenants to contract out of the security of tenure regime contained in the Landlord and Tenant Act 1954 is that they make a simple or statutory declaration before entering into the lease.
Landlords should reconsider summary judgment if a Part 26A restructuring plan is pending.
A landlord’s claim for summary judgment to recover rent and service charge arrears accrued since the start of the pandemic against a non-essential retailer succeeded. Like London buses, a second such case has followed hot on its heels.
Senior Associate
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