Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • 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

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • 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

Employment lawTUPE

Dunedin Canmore Housing Association v Donaldson

by Personnel Today 9 Nov 2009
by Personnel Today 9 Nov 2009

Key points

The EAT held that there was no distinct reason why Donaldson thought proceedings were necessary or that she had no other alternative option. This was based on the fact that she knew her evidence was not accurate. The EAT held that Donaldson had not approached the case honestly and reasonably and was ordered to pay the costs of Dunedin.

This case follows the EAT’s earlier judgment in Daleside Nursing Home Ltd v Mathews which held that costs should be ordered where the central allegation was false.

What you should do

Any case that comes to the tribunal needs to be approached honestly and reasonably. Evidence which is based on inaccurate and unreliable factual matters could result in an order for costs being made against the party which provides it.

Ms Margaret Donaldson brought a breach of contract claim in the tribunal against Dunedin Canmore Housing Association (Dunedin) after it withheld payment due to her under a compromise agreement.

Dunedin withheld the payment as it believed that Donaldson had breached the agreement by disclosing information regarding its terms, breaching the confidentiality clause. She denied the allegations.

The evidence presented to the tribunal showed that two people knew certain information about the agreement. It eventually held that Donaldson had disclosed details regarding to the agreement contrary to her obligations of confidentiality and so had breached the agreement.

Dunedin made an application to recover its legal costs. However, the tribunal refused that application and held that Donaldson was not liable to pay Dunedin’s costs as the proceedings had been necessary. The tribunal found that she had no alternative but to issue her claim.

Dunedin appealed.

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.

The Employment Appeal Tribunal (EAT) held that in order for Donaldson to escape liability for Dunedin’s costs she must have approached the case honestly and reasonably. The EAT agreed with the tribunal that Donaldson had breached the agreement.

However, the EAT overturned the tribunal’s decision regarding Dunedin’s costs: it held that Donaldson should be liable to pay the costs because in the EAT’s view she had not approached the case honestly.

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
Case Round Up – Tapere v South London & Maudsley trust
next post
Gutridge and others v Sodexo

You may also like

MPs reject Lords’ amendments to Employment Rights Bill

16 Sep 2025

Employment lawyers voice AI fears on tribunal claims

15 Sep 2025

Day one rights to make 86% more cautious...

14 Sep 2025

Employment Rights Bill U-turn unlikely, say legal experts

10 Sep 2025

Day one rights in the Employment Rights Bill...

10 Sep 2025

Reshuffle sparks fears over Employment Rights Bill

8 Sep 2025

‘Terrible’ Employment Rights Bill returns to Commons

4 Sep 2025

New ‘failure to prevent fraud’ law a ‘game-changer’

2 Sep 2025

Business confidence grows to post-Budget peak

1 Sep 2025

P&O Ferries boss who steered 800 sackings steps...

29 Aug 2025

  • Workplace health benefits need to be simplified SPONSORED | Long-term sickness...Read more
  • Work smart – stay well: Avoid unnecessary pain with centred ergonomics SPONSORED | If you often notice...Read more
  • Elevate your L&D strategy at the World of Learning 2025 SPONSORED | This October...Read more
  • How to employ a global workforce from the UK (webinar) WEBINAR | With an unpredictable...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 Live
Employee Benefits
Forum for Expatriate Management
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
    • Recruitment & retention
    • Wellbeing
    • Occupational Health
    • 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