Knowledge (XXG)

Murray v Foyle Meats Ltd

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Foyle Meats Ltd's slaughtering business was declining. The company eliminated one production line in the slaughter hall, and 35 meat plant operatives were made redundant from the slaughter hall. The employees all had flexibility clauses, and they sometimes rotated departments to the boning or loading
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which had wrongly propagated the "contract test" view, which was wrong. A simple causation test was applied, based on the word "attributable" in the statute. Did diminishing demand for labor cause the dismissal?
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The argument before the Employment Appeal Tribunal turned on whether the ‘contract test’ ought to be applied (i.e. did the company require fewer employees of the kind specified in Mr Pink’s contract)…
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hall, etc. The dismissed employees claimed they were not redundant because the employer still needed workers under the same terms, just in different departments.
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Lord Irvine LC held that the operatives were redundant and that "the language of the is in my view simplicity itself". He referred to
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Index

UKHL 30
UKHL 30
UK labour law
redundancy
Employment Rights Act 1996
Nelson v BBC
v
t
e
ERA 1996
TULRCA 1992
Lesney Products & Co v Nolan
North Riding Garages v Butterwick
Murphy v Epsom College
Safeway Stores plc v Burrell
Murray v Foyle Meats Ltd
High Table Ltd v Horst
Hollister v National Farmers’ Union
Richmond Precision Engineering Ltd v Pearce
Catamaran Cruisers Ltd v Williams
Williams v Compair Maxam Ltd
British Aerospace plc v Green
Rolls-Royce plc v Unite the Union
ERA 1996
Thomas Wragg & Sons Ltd v Wood
Thomas & Betts Manufacturing Ltd v Harding
Optical Express Ltd v Williams
UK labour law
unfair dismissal
Categories

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