In the case of Mr J C Arango v Interhigh Education Ltd Mr Arango was employed as a Spanish teacher at an online school providing online learning to students based in the UK and globally. Mr Arango’s employment was terminated as he did not accept the school’s proposed variation to his employment contract.
Mr Arango said that the changes were unreasonable, and he was not adequately consulted about them. He says that the new contract was more advantageous to full time workers and alleged that the new contractual terms about overtime were also less favourable (overtime became compulsory and unpaid) and that the school tried to enforce the new terms relating to overtime.
This process made him too unwell to do overtime, or to engage in the consultation process. He says he was subject to disciplinary action because he refused to do overtime. He maintains that it was unfair of the school to continue with the consultation process and to dismiss him when he was unwell and the contractual changes were severe.
The school denies that Mr Arango was disabled or that it had knowledge of the alleged disability. The school’s case is that Mr Arango was fairly dismissed for some other substantial reason, namely the need to harmonise the terms and conditions of its workforce. The school says that it conducted a fair consultation process and that it offered several benefits under the new contractual terms. It denies that it discriminated against Mr Arango or subjected him to detriment, or that...
On September 18, 2026, the Department of Justice (DOJ) issued a press release announcing two revisions to the Justice Manual—which publicly sets forth internal DOJ policies and procedures—concernin...