Emanation of the state

Last updated

Emanation of the state is a term used in European law to describe any body which provides a public service under the control of government. The term was defined by the European Court of Justice (ECJ) in 1990, in the case of Foster, A and others v. British Gas plc. [1] [2] The ECJ's ruling defines the term as:

Contents

A body, whatever its legal form, which has been made responsible, pursuant to a measure adopted by the state, for providing a public service under the control of the state and has for that purpose special powers beyond that which result from the normal rules applicable in relations between individuals.

The term is most obviously used to describe public sector employers, such as the police, fire service, local government bodies or schools.

Foster, A and others v. British Gas plc

This case was referred to the ECJ by the House of Lords in 1990. The issue to be decided was whether employees of a nationalised industry (in this case British Gas plc) could rely upon the Equal Treatment Directive when making claims in the English courts.

British Gas dismissed female employees when they reached 60, the compulsory retirement age for women at the time, but male employees were not required to retire until 65. At the time, the Sex Discrimination Act did not prevent discrimination in retirement age, so the employees' only recourse was to the Equal Treatment Directive.

The court found in favour of the employees. The gist of the finding was that when a state has failed to implement a directive as required, that state should not be allowed to benefit from the failure. Therefore, the provisions of the Equal Treatment Directive (and any other EU directive) can be relied upon against any organisation that is an emanation of the state.

Related Research Articles

European Union law Rules operating within EU member states

European Union law is a system of rules operating within the member states of the European Union. Since the founding of the European Coal and Steel Community following World War II, the EU has developed the aim to "promote peace, its values and the well-being of its peoples". The EU has political institutions, social and economic policies, which transcend nation states for the purpose of cooperation and human development. According to its Court of Justice the EU represents "a new legal order of international law".

United Kingdom labour law Labour rights in the UK

United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK can rely upon a minimum charter of employment rights, which are found in Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £9.50 for over-23-year-olds from April 2022 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 1995.

In European Union law, direct effect is the principle that Union law may, if appropriately framed, confer rights on individuals which the courts of member states of the European Union are bound to recognise and enforce.

<i>R (Factortame Ltd) v Secretary of State for Transport</i> UK-Spanish legal case

R v Secretary of State for Transport was a judicial review case taken against the United Kingdom government by a company of Spanish fishermen who claimed that the United Kingdom had breached European Union law by requiring ships to have a majority of British owners if they were to be registered in the UK. The case produced a number of significant judgements on British constitutional law, and was the first time that courts held that they had power to restrain the application of an Act of Parliament pending trial and ultimately to disapply that Act when it was found to be contrary to EU law.

United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and maternity, and sexual orientation. The primary legislation is the Equality Act 2010, which outlaws discrimination in access to education, public services, private goods and services, transport or premises in addition to employment. This follows three major European Union Directives, and is supplement by other Acts like the Protection from Harassment Act 1997. Furthermore, discrimination on the grounds of work status, as a part-time worker, fixed term employee, agency worker or union membership is banned as a result of a combination of statutory instruments and the Trade Union and Labour Relations (Consolidation) Act 1992, again following European law. Disputes are typically resolved in the workplace in consultation with an employer or trade union, or with advice from a solicitor, ACAS or the Citizens Advice Bureau a claim may be brought in an employment tribunal. The Equality Act 2006 established the Equality and Human Rights Commission, a body designed to strengthen enforcement of equality laws.

Equal Treatment in Goods and Services Directive 2004

The Equal Treatment in Goods and Services Directive 2004 of 13 December 2004 is a directive which prohibits both direct and indirect sexual discrimination in the provision of goods and services in the European Union.

The rule of the shorter term, also called the comparison of terms, is a provision in international copyright treaties. The provision allows that signatory countries can limit the duration of copyright they grant to foreign works under national treatment to no more than the copyright term granted in the country of origin of the work.

Directive 76/207/EEC is a directive that applied in the European Union until 2009, when it was repealed by Directive 2006/54/EC.

United Kingdom agency worker law refers to the law which regulates people's work through employment agencies in the United Kingdom. Though statistics are disputed, there are currently between half a million and one and a half million agency workers in the UK, and probably over 17,000 agencies. As a result of judge made law and absence of statutory protection, agency workers have more flexible pay and working conditions than permanent staff covered under the Employment Rights Act 1996.

Coleman v Attridge Law (2008) C-303/06 is an employment law case heard by the European Court of Justice. The question is whether the European Union's discrimination policy covers not just people who are disabled but people who suffer discrimination because they are related or connected to disabled people. At the beginning of 2008, Advocate General Maduro delivered his opinion, supporting an inclusive approach. He said discrimination law is there to combat all forms of discrimination, including those connected to protected groups of people.

Van Duyn v Home Office (1974) C-41/74 was a case of the European Court of Justice concerning the free movement of workers between member states.

European labour law regulates basic transnational standards of employment and partnership at work in the European Union and countries adhering to the European Convention on Human Rights. In setting regulatory floors to competition to for job-creating investment within the Union, and in promoting a degree of employee consultation in the workplace, European labour law is viewed as a pillar of the "European social model". Despite wide variation in employment protection and related welfare provision between member states, a contrast is typically drawn with conditions in the United States.

Foster v British Gas plc (1990) C-188/89 is a leading EU law concerning the definition of the "state", for the purpose of determining which organisations in the private or public sector can be regarded as an organ of the state. The ECJ held a state is any manifestation or organisation under control of a central government.

R (Seymour-Smith) v Secretary of State for Employment [2000] UKHL 12 and (1999) C-167/97 is a landmark case in UK labour law and European labour law on the qualifying period of work before an employee accrues unfair dismissal rights. It was held by the House of Lords and the European Court of Justice that a two-year qualifying period had a disparate impact on women given that significantly fewer women worked long enough to be protected by the unfair dismissal law, but that the government could, at that point in the 1990s, succeed in an objective justification of increasing recruitment by employers.

Mangold v Helm (2005) C-144/04 was a case before the European Court of Justice (ECJ) about age discrimination in employment.

Webb v EMO Air Cargo (UK) Ltd (1994) C-32/93 is a UK labour law and EU labour law case, concerning discrimination against a pregnant woman. It held that no comparator is necessary to establish discrimination against a pregnant woman. It was unusual in that Carole Louise Webb, the applicant, was represented throughout by a community law centre, the Hillingdon Legal Resource Centre (HLRC), later renamed the Hillingdon Law Centre, the only time that a British law centre case went to the European Court of Justice. The law centre's in-house barrister Michael Shrimpton argued the case before the Industrial Tribunal at London North in February 1988. He was also junior counsel to the late John Melville Williams QC in the Employment Appeal Tribunal and, by then in private practice, appeared at the compensation hearing in 1999. The case was one of the longest-running in British legal history.

Macarthys Ltd v Smith (1980) Case 129/79 is an EU law, UK constitutional law and UK labour law case, concerning the construction of a sex discrimination statute, and its compatibility with European treaties, now in the European Union.

P v S and Cornwall County Council was a landmark case of the European Court of Justice (ECJ) which extended the scope of sex equality to discrimination against transsexuals.

<i>Marshall v Southampton Health Authority</i>

Marshall v Southampton and South West Hampshire Area Health Authority (1986) Case 152/84 is an EU law case, concerning the conflict of law between a national legal system and European Union law.

Centrum voor Gelijkheid van Kansen en voor Racismebestrijding v Firma Feryn NV (2008) C-54/07 is an EU law case, concerning the free movement of goods in the European Union.

References

  1. Full text: "Judgment of the European Court of Justice of 12 July 1990. A. Foster and others v British Gas plc. Reference for a preliminary ruling: House of Lords - United Kingdom. Social policy - Equal treatment for men and women workers - Direct effect of a directive with regard to a nationalized company. Case C-188/89" . Retrieved 2010-10-28.
  2. ""Emanations of the state" at Eurofound" . Retrieved 2010-11-10.