Edwards V Chesterfield Royal Hospital NHS Foundation Trust

Edwards v Chesterfield Royal Hospital NHS Foundation Trust is a landmark case in United Kingdom employment law, which was heard by the Supreme Court in 2011. The case revolved around the issue of whether an employee could claim damages for future loss of earnings following an unfair dismissal.

Background

Dr. Mattu was a consultant cardiologist at the Chesterfield Royal Hospital NHS Foundation Trust. He was dismissed from his position following allegations of misconduct. Dr. Mattu claimed that the Trust had not followed the correct disciplinary procedures, which had resulted in his unfair dismissal.

The Case

Dr. Mattu brought a claim against the Trust for breach of contract, arguing that the Trust had failed to follow the correct disciplinary procedures. The Trust argued that Dr. Mattu's claim was not valid as it was based on a breach of an implied term of his contract, rather than an express term.

The case was initially heard by the Employment Tribunal, which found in favour of Dr. Mattu. The Trust appealed to the Employment Appeal Tribunal, which overturned the original decision. Dr. Mattu then appealed to the Court of Appeal, which upheld the decision of the Employment Appeal Tribunal. Dr. Mattu then appealed to the Supreme Court.

Supreme Court Decision

The Supreme Court unanimously dismissed Dr. Mattu's appeal. The court held that an employee cannot claim damages for future loss of earnings following an unfair dismissal. The court also held that the Trust had not breached an express term of Dr. Mattu's contract.

Impact

The decision in Edwards v Chesterfield Royal Hospital NHS Foundation Trust has had a significant impact on employment law in the United Kingdom. It has clarified the law on unfair dismissal and has limited the potential damages that an employee can claim following an unfair dismissal.