- Considerations for applications to amend employment tribunal claims.
- Guidance on when to order special disclosure in an employment tribunal.
- ‘Cost-plus’ justification in discrimination law.
It has been said that the works of Shakespeare are less a collection of plays than a long series of quotations. The same might be said of Vaughan v Modality Partnership (2020) UKEAT/0147/20, the first reported decision of the new Employment Appeal Tribunal (EAT) judge (and, we are delighted to say, our new Harvey editor), Judge James Tayler, which subjects the law on amending employment tribunal (ET) claims to fresh scrutiny and contains several highly quotable passages for any lawyers or representatives having to deal with this matter.
The judgment starts with this salutary reminder about using well established principles of law:
‘This appeal concerns the correct approach to adopt when considering an application to amend. It might be said that everything that needs to be said about amendment has already been said. That is probably true,
