Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Case roundup

by Personnel Today 25 Feb 2003
by Personnel Today 25 Feb 2003

This week’s case round-up

Employers need to offer a helping hand
Walton v Airtours plc and another, C/A, 5 November 2002

In a week where the Department for Work and Pensions announced retention
statistics for employees becoming sick or disabled at work, this case
highlights once again that employers cannot entirely devolve themselves of
responsibility in this area.

Walton was employed by Airtours as an airline pilot, but he became unable to
work due to chronic fatigue syndrome. His terms and conditions of employment
reflected the provisions of the company’s permanent health insurance (PHI)
policy, which stated that PHI benefits would only continue after 24 months if
the employee was unable to ‘follow any occupation’.

Walton received PHI benefits for 24 months. At the end of this period, a
medical report was obtained which indicated that he was not unfit for any type
of work, and could cope both physically and mentally with less demanding jobs
if he was offered appropriate support and rehabilitation by the company.
Benefit payments ceased accordingly, and Walton’s employment was terminated.

As a result, however, Walton issued High Court proceedings against Airtours,
alleging that it had wrongly terminated his employment and entitlement to
benefits under the PHI policy.

The court found that since Walton was fit to undertake light sedentary work,
provided he received rehabilitation and support from Airtours, the company’s
failure to do so meant he was prevented from following an occupation – for
example, in accordance with the scheme rules. He therefore remained entitled to
benefits under the PHI policy until such time as appropriate support and
rehabilitation were made available to him.

Unreasonable does not necessarily mean inadmissable
Jones v University of Warwick, CA, 4 February 2003

With the new laws governing workplace monitoring, it is difficult to know
what is permissible and what is not. The courts also struggle to balance the
need to hear all the evidence while not condoning intrusion into employees’
private lives.

Jones brought proceedings against the university, claiming continuing
disability from a personal injury. The university disputed that her disability
was continuing, and its insurers hired a private investigator who secretly
filmed her at home. Jones contended the evidence was inadmissible, relying on
the court’s discretion under CPR 32.1(2) and Article 8(1) of the European
Convention on Human Rights – right to respect for private life.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

While clearly uncomfortable with the insurers conduct, the Court of Appeal
decided the video was admissible evidence. It acknowledged the difficulty in
reconciling the benefit to the court of having all the evidence available and
the improper way in which it had been obtained. But it concluded that it would
be both artificial and undesirable for relevant and admissible evidence not to
be placed before the judge trying the case.

In reflecting its disapproval of such conduct, however, the court made an
order of costs against the university, on the basis that it was the conduct of
the university’s insurers that had given rise to litigation over the
admissibility of the evidence.

Personnel Today

Personnel Today articles are written by an expert team of award-winning journalists who have been covering HR and L&D for many years. Some of our content is attributed to "Personnel Today" for a number of reasons, including: when numerous authors are associated with writing or editing a piece; or when the author is unknown (particularly for older articles).

previous post
GPs could earn more through extra services
next post
BMT ballots over strike to protect safety guards

You may also like

FCA to extend misconduct rules beyond banks

2 Jul 2025

‘Decisive action’ needed to boost workers’ pensions

2 Jul 2025

Business leaders’ drop in confidence impacts headcount

2 Jul 2025

Why we need to rethink soft skills in...

1 Jul 2025

Five misconceptions about hiring refugees

20 Jun 2025

Forward features list 2025 – submitting content to...

23 Nov 2024

Features list 2021 – submitting content to Personnel...

1 Sep 2020

Large firms have no plans to bring all...

26 Aug 2020

A typical work-from-home lunch: crisps

24 Aug 2020

Occupational health on the coronavirus frontline – ‘I...

21 Aug 2020

  • Empowering working parents and productivity during the summer holidays SPONSORED | Businesses play a...Read more
  • AI is here. Your workforce should be ready. SPONSORED | From content creation...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+