Novak v Phones 4U Limited Posted In: Case Law
Legal BodyEmployment Appeal Tribunal (UKEAT)
Type of Claim / JurisdictionDiscrimination and Equality
The claimant appealed against a ruling that the claimant's claims of disability discrimination were out of time. The appeal was allowed and the case was remitted to a full merits hearing.
The EAT held that postings made on Facebook over a four-month period about an employee were part of a continuing act for the purposes of discrimination law, despite a seven-week break in the postings. An earlier Employment Tribunal dismissed Mr Novak's claim, holding that the sets of comments were separate acts as they did not involve the same individuals, the subject matter was different and there was a
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from Maxine Orr, Partner at Worthingtons Solicitors
More on Discrimination & Equality
- HR in 90 Seconds - November 2018
- PSNI Holiday Pay Case; Untaken Annual Leave; Vicarious Liability; Christmas Parties; Ashers Case
- Can an employer treat maternity-related absences in the same way as standard sickness absences?
- If an employee on maternity leave is made redundant, does her former employer have a continuing obligation to pay her statutory maternity pay?
- Lloyds Banking Group Pensions Trustees Ltd v Lloyds Bank Plc & Ors 
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.