Dr Graeme Madden v Waracle Limited & Anor

Dr Graeme Madden v Waracle Limited & Anor

The Employment Tribunal did not err in law in finding the appellant was employed by Paystream My Max Limited, not Waracle Limited. The contractual arrangements were genuine and freely entered into, and there was no basis for implying a contract with Waracle. The Tribunal's reasoning was adequate and properly addressed the substantial issues.

Parties
Appellant: Dr Graeme Madden; First Respondent: Waracle Limited; Second Respondent: Paystream My Max Limited
Jurisdiction
England and Wales
Judgment Date
20 November 2025
Procedural Posture
Employment Appeal / Judgment on Appeal
Outcome
appeal refused
Legal Topics
Agency Workers, Contract of Employment, Employment Status, Statutory Notice, Disability Discrimination
Employment Law Agency Workers Contract of Employment Employment Status Statutory Notice Disability Discrimination

Case Brief

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Parties

Dr Graeme Madden

Appellant

Waracle Limited

First Respondent

Paystream My Max Limited

Second Respondent

Procedural Posture

Employment Appeal / Judgment on Appeal

Legal Issues

  1. 1 Who was the appellant's employer: Waracle Limited or Paystream My Max Limited?
  2. 2 Did the Employment Tribunal apply the correct legal tests to ascertain employment status?
  3. 3 Were the reasons of the Employment Tribunal adequate?

Ratio Decidendi

The Employment Tribunal did not err in law in finding the appellant was employed by Paystream My Max Limited, not Waracle Limited. The contractual arrangements were genuine and freely entered into, and there was no basis for implying a contract with Waracle. The Tribunal's reasoning was adequate and properly addressed the substantial issues.

Court Disposition

appeal refused

Orders

  • Case remitted to Employment Tribunal to consider outstanding disability discrimination claim against Waracle Limited.
  • Case remitted to Employment Tribunal to consider potential claim for statutory notice pay against Paystream My Max Limited pursuant to section 86(3) of the Employment Rights Act 1996, if amended.