The criminal records disclosure regime provides information through Disclosure and Barring Service (DBS) certificates to employers about an individual’s criminal record. That information is then used by employers when considering the suitability of applicants for eligible roles or work.
The Order removes the requirement for automatic disclosure of youth cautions, reprimands and warnings and removes the ‘multiple conviction’ rule, which required the automatic disclosure of all convictions where a person has more than one conviction, regardless of the nature of their offence or sentence.
On 29/10/2020, the Court of Appeal dismissed an appeal against an aggravated burglary conviction brought by a teenage victim of human trafficking.
The applicant’s personal circumstances, including as a victim of trafficking, were properly reflected by way of mitigation of sentence. But his culpability and criminality were not extinguished or so diminished as to lead to the conclusion that he would or might not have been prosecuted.
On 21/10/2020, the Court of Appeal ruled that the Home Office’s removal window policy (‘the Policy’) was unlawful. The Policy incorporated an unacceptable risk of interference with the right of access to court by exposing a category of irregular migrants — including those who have claims in respect of their right to life and/or freedom from torture and inhuman or degrading treatment — to the risk of removal without any proper opportunity to challenge a relevant decision in a court or tribunal.
Manning, R. v (Rev 1)  EWCA Crim 592 (30 April 2020) — judgment here
On 30 April 2019, giving the lead judgment in the Court of Appeal, the Lord Chief Justice considered that the impact of a custodial sentence is likely to be heavier during the coronavirus pandemic than it would otherwise be, and that this was a factor that judges and magistrates can and should keep in mind when sentencing.
Notably, the Court of Appeal agreed with the High Court’s view that the scheme does result in landlords discriminating against tenants without British passports on the basis of their actual or perceived nationality. However, the Court held that this discrimination was justified.
headline-grabbing finding on 3rd January
2020 that “ethical veganism is a philosophical belief which qualifies as a
protected belief within the meaning of section 10 of The Equality Act 2010”, Norwich Employment
Tribunal Judge Postle has now provided his full determination.
The judgment was handed down following a preliminary hearing in a matter between the Claimant, Mr Jordi Casamitjana Costa, and his former employer, The League Against Cruel Sports. The facts of the case are set out in more detail in an earlier article from earlier this month.
In short, the Claimant is pursing complaints, inter alia, of indirect discrimination, direct discrimination or harassment and victimisation by reference to his belief in “ethical veganism”. “Ethical veganism”, according to the Vegan Society,it is a philosophy and way of life which
seeks to exclude, as far as is possible and practicable, all forms of exploitation of, and cruelty to, animals for food, clothing or any other purpose.
Casamitjana v The League Against Cruel Sports (judgment pending)
In what multiple commentators have hailed as a landmark legal case, Norwich Employment Tribunal found that the Claimant’s “ethical veganism” is a philosophical belief and therefore a protected characteristic for the purposes of section 10 of the Equality Act 2010 (“s.10”) following a preliminary hearing on 2nd and 3rd January 2020.
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