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England and Wales Case Law

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Employment law

Dr Neeraj Nirmal v Birmingham Women’s and Children’s Hospital NHS Foundation Trust

The Court discharged the ex parte injunction because the Defendant had considered the training route with HEE and reasonably decided to proceed with its own disciplinary process. The pleaded claim was not strong or likely to succeed, and the Court should not micro-manage the disciplinary process. The panel can address fairness issues, including legal representation and witness evidence, within its own procedures.

Source excerpt

  • Disciplinary procedures
  • Gross misconduct
  • Sexual harassment
  • Contractual interpretation
  • Natural justice
  • Legal representation in disciplinary hearings
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Employment law

Rohit Vikal & Anor v April Freke

The Tribunal was entitled to accept the claimant's unchallenged evidence regarding the car keys incident and to consider the totality of conduct; nothing in Tui UK Limited v. Griffiths precluded this approach.

Source excerpt

  • Sexual harassment
  • Sex discrimination
  • Evidence assessment
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Employment law [2026] EWCA Civ 147

Ajao v Commerzbank AG

Ajao v Commerzbank AG [2026] EWCA Civ 147 (19 February 2026)

The Court of Appeal partly allowed an appeal against contempt findings and reduced a contempt sentence from 20 months to eight months less three days.

  • False evidence
  • Discrimination
  • Sexual harassment
  • Sanctions
  • Costs
  • Appeal grounds
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Professional discipline [2026] EWCA Civ 53

General Medical Council v Gilbert & Anor

General Medical Council v Gilbert & Anor [2026] EWCA Civ 53 (06 February 2026)

Court of Appeal considered sanction for a doctor found to have committed sexual and racial misconduct. It held the sanction issue should be remitted for reconsideration.

  • Medical practitioner fitness to practise
  • Sanctions for professional misconduct
  • Sexual harassment
  • Racial harassment
  • Appeals in regulatory proceedings
  • Application of sanctions guidance
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Employment law

M Anea v OCS UK & I Limited & Ors

The Employment Appeal Tribunal dismissed an appeal challenging the tribunal’s credibility assessment, holding there was no inflexible rule or error of law.

  • Credibility assessment
  • Sexual harassment
  • Constructive dismissal
  • Race discrimination
  • Appeal procedure
  • Employment-law
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Defamation [2026] EWHC 80 (KB)

RAJ v MSH

RAJ v MSH [2026] EWHC 80 (KB) (19 January 2026)

Preliminary issues in a libel and malicious falsehood claim arising from university complaint emails alleging sexual harassment, victimisation, and discrimination.

  • Libel
  • Malicious falsehood
  • Meaning of words
  • Fact vs opinion
  • Defamatory at common law
  • Chase levels
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Employment law

Commerzbank AG v Damilare Ajao

The Defendant knowingly fabricated allegations of sexual harassment and assault against Mrs Q, fabricated diary entries and evidence, and made false statements of truth and false evidence in the Employment Tribunal proceedings, all with intent to deceive and interfere with the administration of justice. These actions constitute serious contempt of court, proved to the criminal standard.

Source excerpt

  • False statements of truth
  • Giving false evidence
  • Sexual harassment
  • Discrimination
  • Fabrication of evidence
  • Interference with administration of justice
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About this LexChat collection

England and Wales decisions are organised by court, judge, legal area and indexed issue so a practitioner can move from a proposition to a citable authority with the surrounding context intact.

Source links and collection timestamps are retained alongside the indexed records.