Employment

It was clear from Ravat v Halliburton Manufacturing and Services Ltd [2012] 2 All ER 905 that, in cases concerned with individual employment rights, “the starting point”, when considering the territorial jurisdiction of employment tribunals, was that the employment had to have a “stronger connection with Great Britain that with the foreign country where the employee works”. The test to be applied was the “sufficiently strong” test: “the question of law is whether s 94(1) applies to this particular employment. The question of fact is whether the connection between the circumstances of the employment and Great Britain and with British employment law was sufficiently strong to enable it to be said that it would be appropriate for the employee to have a claim for unfair dismissal in Great Britain”.