Disclosure is not optional document-sharing. Relevant documents may help your case, harm it, support the other side, or expose problems in the way the case is being put.
Written by John Barwell
Written by John Barwell
Written by John Barwell
An in-depth comparison of Ireland’s enhanced whistleblower protections under the Protected Disclosures Act 2022 with those in England, Wales, and Scotland.
Written by John Barwell
Critique of the UK whistleblower framework, exposing legal tactics that undermine protections and discourage public interest disclosures.
Written by John Barwell
In an era valuing transparency and accountability, this article examines the effectiveness of the UK’s Public Interest Disclosure Act in protecting whistleblowers.
Written by John Barwell
The Public Disclosure Act fails to protect whistleblowers, who face SLAPPs, NDAs, and harassment, necessitating urgent legal reforms for transparency and justice.
Written by John Barwell
The EAT overturned the strike-out of race discrimination complaints in Waithaka v Barclays. The judgment explains why different managers, incidents and forms of treatment may still form part of one continuing state of affairs for Equality Act time-limit purposes.
Written by John Barwell
Employment Tribunal conduct may be disruptive in effect while mental impairment remains relevant to its cause. This article examines evidence, non-attendance, costs, unless orders, strike-out and fairness to both parties.
Written by John Barwell
Employment Tribunals have broad powers to support vulnerable parties. But an impaired litigant in person may struggle to identify the barrier, explain its functional effect and provide the evidence needed for a proportionate adjustment.
Written by John Barwell
Employment Tribunal proceedings do not inevitably cause mental illness. But for a litigant in person, self-representation can add anxiety, cognitive load and procedural pressure to an already damaging workplace dispute.
Written by John Barwell
A final response may close a file, but that does not always mean the complaint has been answered. Administrative closure belongs to the process. Substantive resolution belongs to the issue.