On April 16, 2025, the UK Supreme Court delivered a headline making and landmark ruling in the case of For Women Scotland Ltd v The Scottish Ministers, clarifying that under the Equality Act 2010, the terms “woman” and “man” refer exclusively to biological sex and not gender identity. Following this judgment a transgender woman (even with a Gender Recognition Certificate) is not considered a “woman” for the purposes of the Equality Act.
It is important to note that this ruling doesn’t take away protections for trans people—they’re still protected under the law through “gender reassignment” rights, writes Ami Naru. But it does change how businesses interpret what “single-sex spaces” are legally allowed to mean. This decision has significant implications for the travel industry;
For a travel business that offers women-only tours, hotel floors, or spaces for example, this ruling means you can restrict those areas to biological females if you want to. Under the clarified legal definitions, access to such spaces could be restricted based on biological sex. While the ruling permits the exclusion of transgender individuals from single-sex spaces, it does not mandate such exclusions, leaving room for inclusive practices. Now’s the time to double-check your policies. Do they make sense now that we have legal clarity on what a woman means? And how are they communicated to guests?
Airlines, trains, and cruise lines offering gender-specific services (like restrooms or sleeper cabins) might want to re-evaluate how those are assigned—and make sure staff are trained to handle questions or complaints respectfully.
For travel agents & tour operators who market women-only getaways or retreats, you’ll need to be clear on who those trips are for. Ensuring clarity in definitions and inclusivity policies will be crucial to avoid potential discrimination claims and to cater to a diverse clientele.
Some may say this decision puts travel companies in a tricky spot: on the one hand we now have legal clarity, but social expectations are still evolving. Many travellers value inclusivity, and no one wants to make guests feel excluded or disrespected.
Ultimately, the travel industry has always been about welcoming people, creating great experiences, and bringing the world closer together. While the Supreme Court’s ruling gives more legal structure around the definition of “woman,” the heart of good travel remains the same: respect, safety, and inclusivity for all.
For help and advice on employment issues within the travel industry, contact;
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COVID-19 and March 2020 may seem like a distant memory but travel lawyers are still picking up the pieces when it comes to claims under Regulation 11 and 12 of the Package Travel Regulations. In this article, Nick Parkinson, discusses the latest skirmish in: Mushtaq Usmani -v- Expedia (unreported, DDJ Kharron-deep, Coventry County Court 26/03/25).
The Claimant’s Case
Mr Usmani booked a package holiday to Turkey with Expedia on 06/03/20. He was due to depart on 09/03/20, and duly did so. On arrival, the Claimant concluded that this was not the holiday he was expecting. The impact of COVID-19 was already being felt in Turkey with social distancing measures in place, closures of restaurants and some tourist activities shut down. As the holiday progressed, the situation escalated and the Claimant’s return to the UK was affected by flight disruptions.
The Claimant’s case was that Expedia should not have sold the holiday or allowed it to proceed. In the alternative, and having allowed the holiday to go ahead, they should have done more to warn the Claimant about the situation in Turkey. The Claimant sought a full refund plus significant compensation.
Expedia’s Defence
Expedia’s defence can be broken down into five parts:
There is a ‘high bar’ to be met before a package organiser is obliged to cancel or make significant changes to a holiday under Reg 11 of the Package Travel Regulations. As per the High Court decision in Sherman: ‘there must no longer be a reasonable possibility of the holiday proceeding (without being significantly affected/changed)’
The evidence indicated that this ‘high bar’ had not been met because:
There was no FCDO advice against travel to Turkey, either at the time of booking or departure
There were no confirmed COVID infections in Turkey at that time
Expedia could still provide the travel services: flights, accommodation and transfers
The WHO had not declared a pandemic at that time
The UK government had not announced any type of lockdown in the UK
What actually happened after the holiday started is irrelevant. Judges cannot apply hindsight, as supported by the County Court decision in Brynmawr.
The COVID-19 situation was worldwide news both at the time of booking and at departure. Expedia had directed the Claimant to the FCDO website to check for travel advice (which noted social distancing was in place etc) at the time of booking. The Claimant was therefore sufficiently informed to make a decision about whether to make the initial booking and subsequently travel (and made no attempt themselves to cancel before departure).
The position in Turkey had not changed significantly between the Claimant booking his holiday on 06/03 and departure on 09/03. In other words, this was ‘exactly the holiday the Claimant had bargained for’. An argument supported by the European Courts in Tez Tours.
In short, it was up to the Claimant to decide whether or not to proceed with the holiday based on the knowledge available to him at the time of departure on 09/03/20. Each to their own! Indeed, had Expedia cancelled, and the situation in Turkey had not escalated as it did, the Claimant could have argued that Expedia cancelled the trip prematurely and sought a full refund and compensation.
The Outcome?
The Judge gave an indication that the Claimant’s evidence was sufficient to make out a claim under the PTRs but… the Claimant’s expectations on how much the claim was worth were unrealistic. The Judge therefore directed the parties to explore an out of court settlement. The parties duly managed to come to an amicable resolution – and for considerably less than the Claimant was originally claiming!
Final Thoughts
Once again, we are reminded that FCDO advice is merely evidence, not conclusive, as to whether package organisers are obliged to cancel under Reg 11 of the Package Travel Regulations (or whether customers are entitled to cancel under Reg 12(7)). Further, as always in the Small Claims Court, the outcome of these arguments are inherently unpredictable – with Judges often taking a pragmatic approach to find an outcome that allows both parties feeling they have ‘come away with a win’.
If you have any questions or comments on this article, contact the author;
The government is making significant changes to the apprenticeship landscape, with the goal of boosting economic growth and offering more flexibility to employers, writes Travlaw paralegal Rosie Riley. These changes, announced in February 2025 during National Apprenticeship week (10 -16 February 2025) , are designed to streamline the apprenticeship process and make it more accessible for both employers and apprentices. Here’s what you need to know.
Simplified Apprenticeship Process
The government is cutting down on the ‘red tape’ associated with apprenticeships. The annual Apprenticeship Funding Rules, released by the Department for Education, introduce several measures aimed at reducing administration for employers and apprentices. The onboarding process will be faster, and mandatory checkpoints throughout the apprenticeship will be reduced. This is a welcome shift for employers, making it easier to onboard and manage apprentices without getting slowed down by unnecessary intricacies.
More Flexibility with English and Maths Requirements
In a move that expands access to apprenticeships, the government is easing the English and Maths requirements. Previously, apprentices without the necessary GCSE qualifications in these subjects would have to take a Level 2 qualification. Now, employers will have the discretion to decide whether these qualifications are necessary, opening the door for more young people to enter apprenticeship programs without the barrier of additional qualifications.
This change is part of a wider initiative to offer apprenticeships to a more diverse group of individuals, including those with lower learning capabilities, ensuring more people have the opportunity to pursue a career through apprenticeships.
Reevaluating Active Learning Requirements
Another key update is the revision of the minimum active learning requirement. Previously, apprentices were required to complete active learning at set intervals throughout their apprenticeship. Under the new rules, apprentices will only need to engage in active learning at least once every three months. This gives employers and apprentices more flexibility to design apprenticeship programs that fit their needs without being constrained by rigid timelines.
Shorter Apprenticeship Duration
Starting in August 2025, the minimum duration for an apprenticeship will be reduced from 12 months to 8 months. This change aims to allow employers to train more workers in a shorter time frame, which will help boost jobs and contribute to economic growth. It’s a big shift that allows businesses to get the skilled workers they need more quickly.
Growth and Skills Levy
The Apprenticeship Levy, a tax on larger employers to fund apprenticeship training, is also set to be replaced by the new Growth and Skills Levy. The Apprenticeship Levy is a tax on large employers (who have a pay bill of at least £3 million annually) that can be accessed to pay for training apprentices. This approach was criticised for being too restrictive and for not allowing businesses enough flexibility to use the funds. Under the new system, employers will have more freedom to use the funds for not just apprenticeships but also short courses, online classes, and skills boot camps. The idea is to make apprenticeships more accessible and relevant to today’s workforce by offering a wider variety of training options.
In addition, the government’s new Skills England branch will allocate 50% of the funds to sectors where there is a high demand for skilled workers, like healthcare, engineering, construction, and social care. This targeted approach will help ensure that the apprenticeship funds are used effectively and align with the skills employers need most.
What Employers Need to Do
With these changes coming into effect, employers will need to adjust their apprenticeship strategies. The flexibility in qualifications and training methods should make it easier to offer apprenticeships and develop the workforce of the future. However, to take full advantage of these updates, employers will need to stay informed about the new rules and ensure they are utilising the available funds correctly.
Employers should also start thinking about how to integrate apprenticeships into their recruitment strategies. With more flexibility, apprenticeships will become an even more valuable tool for bringing new talent into your business. However, it is important to note that the presence of Level 7 apprenticeships in the market are likely to reduce to allow for younger workers to enter the market.
It’s important to remember that, with the changes to the Apprenticeship Levy and the introduction of the Growth and Skills Levy, there’s more opportunity than ever to invest in training and development. Taking advantage of these funding options will not only help your business grow but also ensure that the next generation of workers has the skills needed to thrive in the travel industry and beyond.
If you have any questions or comments on this article, please contact our Head of Employment Ami Naru, email advice@travlaw.co.uk. or call us on 0113 258 0033.
In this article, Nick Parkinson, discusses a ‘recent’ County Court decision involving Local StandardsSusan Auckland -v- Expedia (unreported, DJ Batchelor, Sheffield County Court 11/08/23).
Previously on “Local Standards”
You may remember me from such articles as ‘When Breaching Local Standards Is Not Enough To Win Your Case’ and ‘Local Standards – Stepping In To The Dark’. In both cases, injury claims were dismissed because there was no evidence that the accident was caused by a breach of local standards. These were difficult cases where the package organisers stumbled over the finish line and, here, Expedia were up against similar challenges in the case of Auckland.
DISCLAIMER: Yes, I know I should have reported this case a long time ago. Better late than never!
Background
Ms Auckland slipped in the changing rooms of the spa at the Crowne Plaza Vilamoura hotel in the Algarve, Portugal. Ms Auckland suffered a fractured hip and brought a claim for personal injury. To succeed, the Claimant was required to prove:
The local standards
That the hotel breached those standards; and
Such breach caused the accident
It was alleged that the hotel had breached the local standards by either:
Allowing the floor to become wet,
Failing to install suitable flooring in a ‘wet area’, or
Failing to put up warning signs or install slip mats by the shower cubicles.
Ms Auckland and her husband alleged that the floor was made of marble (or another shiny, polished and slippery material). She relied on the expert evidence of a Portuguese lawyer, Cristina Dein, who gave evidence that:
The floor surface required ‘good adhesion’, and
There was a need for ‘the hotel to maintain its floors dry’ or ‘duly signed when slippery’
Having a marble floor in the changing room for a Spa sounds like a recipe for disaster right? How could we possibly defend such a claim?
The Defence
Expedia did not obtain expert evidence, nor did they put P35 Questions to the Claimant’s expert. However, they did have evidence from Head of Engineering for the hotel group to say that:
The floor was actually made of a material called ‘travertine’
Travertine is suitable for wet areas
A non-slip coating was applied to the floor every year
A friction test had been carried out on the floor which showed it was above what he believed to be the UK standard
In addition, the hotel Spa manager gave documents to show that:
The Spa had a protocol to inspect and clean the floor every hour
Housekeeping had actually followed that protocol on the day of the accident
Armed with the above, we went into this trial quietly confident of getting the claim dismissed…
A Bumpy Start
It is fair to say we received an early curveball when the Judge immediately explained that she was ‘amazed’ that the claim was being defended. The Judge felt it was obvious that the floor was unsuitable for a Spa changing room and that ‘local standards’ should not prevail over ‘common sense’. Meanwhile, counsel for the Claimant launched a flurry of preliminary arguments!
First, that the hotel’s witnesses should not be able to give evidence because their statements were not ‘in their own language’. The Judge gave this short shrift on the basis that the witnesses were fluent in English (as well as Portuguese) and their statements had been taken without an interpreter.
Second, that the statement from the hotel’s engineer should be dismissed because it was ‘expert evidence’ disguised as a witness statement. The Judge agreed that two paragraphs in the statement were straying into ‘expert evidence’ – i.e. where the engineer talked about the ‘friction test’ complying with UK standards in his statement. However, she decided to consider this later and ‘probably’ ignore those paragraphs.
Phew, having survived the first two ‘sniper shots’ from the Claimant, it was time for a counter attack…
Sloppy Expert Evidence
The Claimant’s case relied heavily on an expert report on local standards from a (Portuguese) lawyer. However, the report did not come with a ‘statement of truth’. It did not, therefore, comply with the court rules (CPR 35). The Defendant therefore invited the Judge to dismiss the report entirely. A technical point, but one that would have been fatal to the Claimant’s case.
The Judge was not impressed. The point had not been raised previously and there was no reason to doubt the honesty of the expert. Finally, it was time to start hearing evidence from the witnesses. Or was it…
A Judge Perplexed
The concept of ‘local standards’ can be a novel experience to Judges and lawyers handling a claim under the Package Travel Regulations for the first time. The Judge, so convinced that the claim was undefendable, had the Defendant take the Judge through the relevant case law (Lougheed –v- On The Beach). Still not convinced, but not seeing a white flag from the Defendant’s camp, the Judge eventually waved ‘play on’.
The Trial
Eventually, the witnesses gave evidence. The Claimant’s evidence was largely expected. She left the shower in the Spa area. She slipped. The floor must have been wet. The floor felt like marble and ‘looked shiny’ so it cannot have been ‘non-slip’.
The hotel staff stood firm. The Spa manager maintained that the area was regularly inspected and cleaned. She also dismissed the need ‘to have floor mats’ near shower areas, being unhygienic and problematic for cleaning. The head of engineering, meanwhile, maintained that the floor was made of a non-slip material (travertine) and routinely treated with a non-slip coating.
It had been a long day by this point but, finally, it was time for the submissions…
Defendant’s Submissions
It was now the Defendant’s opportunity to explain the relevant case law (Lougheed etc) to the Judge in the context of the evidence that had been presented. Unfortunately, the Judge was far from convinced that the claim was defendable, interrupting counsel for the Defendant on several occasions. Finally, however, the Judge appeared to have a ‘light bulb’ moment. The penny had dropped. The Judge promised to stop interrupting!
Given the kerfuffle that had ensued throughout the day, however, time had run out. The Judge did not fancy playing overtime and ordered a second leg. The parties would have to come back in 7 months.
Judgment Day
And now the moment you have all been waiting for. Judgment was delivered. Key parts being:
I cannot be sure there was a breach of any local standards for the cause
There was a proper system of maintenance in the spa area in place, and there is evidence it was being adhered to
I find Mr Da Silva’s evidence (the Head of Engineering at the hotel) helpful. He cannot give expert evidence, but he can assist the court with materials in use at this hotel from an informed perspective.
The friction test is, however, discounted as expert evidence and I make no further reference to it
I do not think the absence of a (warning) sign is causative. The C knew that she would step out and be wet. This is not a Wilson case where it was so dangerous and there is no evidence of previous slips in this hotels
It is a most unfortunate accident but one that occurred without the intervention of negligence. I find no negligence on the part of the Defendant, or a breach, as to give rise to liability.
Victory! And it is fair to say one that was ‘snatched from the jaws of defeat’ given the resistance presented by the Claimant’s barrister, and the Judge, throughout the trial.
Key Takeaways
Key Takeaways
There are a number of key takeaways for the travel industry here. All of which are ‘recurring themes’ in these type of cases:
Judges are often not familiar with the relevant case law on ‘local standards’. Instructing experienced counsel is, therefore, critical.
Expert evidence from a lawyer can be limited in how far it can demonstrate the ‘local standards’. A more ‘practical’ expert, such as an engineer or architect, is usually superior.
In fact, claims can be defended without expert evidence. The Claimant has the legal burden of proof and it is often difficult to prove that an accident was caused due to a breach of local standards.
Hotel employees can be just as important as ‘experts’ – they have technical knowledge about the hotel’s procedures, maintenance and construction that can assist the court. However, caution is needed when they ‘stray into expert territory’.
The co-operation of the hotel to provide documents, and employees to give evidence, will considerably improve the prospects of defending the claim
The Auckland case concludes our trilogy box set on Local Standards for now. But, don’t worry, we have just sold the franchise to Disney so there will be more prequels and spin-offs to follow over the next few months!
If you have any questions or comments on this article, contact the author;
In this article Nick Parkinson explores the latest skirmish in the ongoing disclosure wars between package organisers and Claimant law firms. On this occasion, Travlaw successfully defended an application for pre-action disclosure in Janet Openshaw –v- Great Rail Journeys (Worcester County Court, 30th October 2024).
Background
The extent of disclosure that must be given to Claimants has been a thorn in the side of the travel industry for many years! This is because most package organisers do not own or control hotels; rather they contract with third party suppliers to source accommodation. Behind the scenes reveals an even more complex ecosystem where many package organisers actually contract with a bedbank which, in turn, has a contract and direct line of communication with the hotel.
More Than ‘Possession’
A common trap organisers often fall into is to say, “We don’t have those documents so you can’t have them”. Typically, this will arise in the context of a claim for personal injury or gastric illness where the Claimant requests disclosure – often in the form of a list longer than the queue for assistance at the Brianair helpdesk.
The problem here is that, as Claimants will rightly point out, disclosure obligations go beyond possession. The obligation extends to any documents that organisers have ‘control’ of. This is exactly what the lawyers for Openshaw argued!
What does Control Mean?
Here we arrive at the million dollar question! According to the Civil Procedure Rules ‘control’ includes documents in respect of which a party has (or has had) a right to possession, to inspect or take copies. Further, the High Court decision in Berkeley v Lancer (2021) says:
“An arrangement or understanding which gives a party practical or de facto control of a third party’s documents is sufficient to constitute control for disclosure purposes
One of the factors to be taken into account for that purpose:
“There must be an arrangement or understanding that the holder of the documents will search for relevant documents or make documents available to be searched”
This presents a potential problem for those package organisers because…
The Supplier Contract vs Reality
There is often (but not always) a clause drafted into supplier contracts which places an obligation on accommodation suppliers to ‘provide reasonable assistance’ to assist defending consumer claims. There may even be a detailed ‘Claims Handling Agreement’ specifying the level of co-operation expected in fine detail. In these cases, Claimant firms will insist that the package organiser has ‘control’ over documents held by the hotel.
The reality, however, is that:
In some cases, organisers will not know what (if any) relevant documents the hotel is holding.
The hotel is owned by a third party operator and is situated in a faraway land.
The organiser can ‘ask’ but there is no guarantee that they will ‘get’
So what happens if the hotel (or their insurers) fail or refuse to co-operate? Can a court order a package organiser to provide disclosure in any event on the basis that ‘they have a contractual right to these documents’ and therefore ‘control’ of them? Personally, I am not convinced. Ultimately, a contractual obligation is ‘just a piece of paper’. It is not a ‘magic wand’ that makes documents appear at the flick of the wrist.
So What Happened in Openshaw?
In Openshaw, the Claimant was (and perhaps still is) pursuing a claim for personal injury. The Defendant, Great Rail, obtained various documents from the hotel and duly provided them to the Claimant. Great Rail made it clear to the Claimant’s lawyers that:
They did not have any more relevant documents in their possession,
They had passed on the Claimant’s disclosure requests to the hotel/their insurers, but
They had not received a response
Despite the above, the Claimant applied to court for an order that Great Rail provide further pre-action disclosure. The Claimant accepted that Great Rail did not have possession of the documents but insisted that, because Great Rail are liable for their suppliers under the Package Travel Regulations, they must have ‘control’ of the documents. An ambitious argument and, if correct, one that would have far reaching implications for the travel industry!
The Outcome?
Common sense prevails! District Judge Khan concluded that the documents requested by the Claimant were not in the Defendant’s control on the basis that the Defendant had ‘already done everything it could to try and provide the documentation’ and, as such, ‘it was unreasonable to make the order requested by the Claimant’. Dare I say it, we have ‘taken back control’!
The Future of Disclosure Wars?
This is certainly not the last chapter in the ongoing disclosure war between Claimant firms and package organisers. The decision in Openshaw is not binding on other courts and, in any case, these decisions are ‘fact sensitive’, which will inevitably lead to different outcomes.
No doubt the Judge was persuaded in this case by the witness evidence and documents before the court to demonstrate that Great Rail had indeed ‘done everything it could’. The best advice, therefore, is to make sure you are well prepared for any court hearings for pre-action disclosure. Better yet, to engage with the Claimant pre-action to try to avoid court applications being made to start with!
Need Help?
If you are being pressed for disclosure, being threatened with court applications or simply want to discuss this issues raised in this article – feel free to get in touch with the author of this article at nick@travlaw.co.uk.
On 10 October 2024, the government introduced the Employment Rights Bill 2024-25 (Bill) into Parliament, meeting its commitment to introduce the Bill within 100 days of entering office. The Bill brings forward 28 individual employment reforms, some of these reforms are sketchy and simply provide ministers with the power to make regulations, with certain other proposals to be padded out after consultation. The Bill will have its second reading on 21 October 2024, and thereafter it will need to progress through both Houses of Parliament, and then receive Royal Assent. It is likely that most of the provisions will therefore not come in to effect until 2026 and even then may change along the way.
The Employment Rights Bill was labelled as a generational change in employment law, so what actually was proposed?
Unfair dismissal will become a day-one right, subject to a new statutory probationary period, and the two-year qualifying period will disappear. Ministers will make regulations covering dismissal during the “initial period”, after consultation. The detail around the statutory probationary periods is yet to be revealed, but we do know the governments stated preference is for a maximum nine- month period of probation. Unlike now, some sort of process will have to be followed for dismissals during this initial period. This will be a significant change to present and employers will want a simple process. Employee representatives however, will not want probationary periods to be seen as qualifying periods for unfair dismissal via the back door.
The Bill will restrict employers’ ability to “fire and rehire” by making it automatically unfair to dismiss an employee for refusing to agree to a change in their contract of employment. An exception will be made where the employer can show evidence of financial difficulties and demonstrate that the need to make the change in contractual terms was not reasonably avoidable. This proposal is a significant shift away from the current law, where employers simply need to show a good business reason requiring the change to terms to avoid an unfair dismissal. It is likely that these proposals will be contested by employers during the consultation, as they do not reflect the fact that employers may need to fire and rehire for other reasons than purely financial ones, such as changes in the law for example.
We were already aware that from the 26th October 2024, a new duty to prevent sexual harassment in the workplace by taking “reasonable steps” was coming in. The Bill will further expand this duty requiring employers to take “all reasonable steps” to prevent employees from being sexually harassed at work. The government have reverted to the original proposal for this duty, before it was watered down during parliamentary debate. This is a significant step up for employers to meet the duty, especially since it will be directly enforceable by individuals. The Bill will also reintroduce employer liability for third party harassment. In due course, regulations will outline what constitutes “reasonable steps” for both the proactive duty and the third part harassment. The steps that may be specified include:
Carrying out assessments of a specified description,
publishing plans or policies of a specified description,
steps relating to the reporting of sexual harassment, and
steps relating to the handling of complaints.
There was much talk about Flexible Working becoming the default position under this Bill. However, in a departure from what was promised what the Bill actually does is allow employers to be only able to refuse a request for flexible working where it is reasonable to do so in relation to one of the statutory reasons for refusal. So in effect the only thing that has changed is “reasonableness”. This not only applies to the process followed in dealing with flexible working requests, but will also now apply to the reason for refusing any such request. When employers refuse requests, they’ll need to explain the reason for the refusal and why that is reasonable. Therefore, despite a lot of attention and focus on what the landscape of flexible working will be under the new government and fear that flexible working would become a right, this proposal in fact does very little to change the existing position.
Statutory Sick Pay will be available from the first sick day rather than the fourth day. The lower earnings limit of £123 a week will be removed, but the Bill sets out a lower level of sick pay for lower earners.
Paternity leave will become a day-one right (currently requires 26 weeks’ service).
Unpaid parental leave will become a day-one right (currently requires one year’s service).
Unpaid bereavement leave will become a day-one right.
The above is simply a snap shot of the main provisions proposed, there will be various consultations launched and much may change along the way. For now employers need to keep a keen eye on developments (we will keep you posted) and start to reflect on how some of these changes may impact their business.
For help and advice on this or any employment issues within the travel industry, contact;
I have spoken many times about my frustrations of the chargeback process. Especially when those chargebacks are erroneously, ignorantly and sometimes fraudulently made against agents; agents who have no legal or contractual liability for the provision of travel services but yet end up on the receiving end of the chargeback process. Time and time again, banks and card providers overlook the facts (and the law!) and simply say ‘computer says yes’, resulting in recovery for the consumer, and a double loss for the agent.
I am a real advocate for the industry fighting back in these types of scenarios and pursuing customers who abuse the chargeback process in this way. This week, we saw one such case.
You don’t have to just ‘let it go’!
Southall Travel are an award winning travel company, selling packages and independent travel services alike. Like many travel companies, depending on how they sell their services, they can act in the capacity of either an Organiser or an Agent, as is made clear in their Terms and Conditions.
In this specific instance, the customer made a flight only booking, for return flights to Karachi. The flights cost a total of £752.64. Being a single travel service, the booking was not a package and Southall made perfectly clear at all stages of the booking process that they were simply acting as agent on behalf of the airline – Turkish Airlines.
The outbound flight went ahead without issue; however the customer’s return flight was cancelled by the airline. The airline failed to provide the customer with any assistance, resulting in the customer having to source additional accommodation, and their own return flights, thus incurring significant cost. Southall Travel, in their role as agent, did all that they could to assist the customer in returning home, but maintained that they were not responsible for any financial loss. This lay with the airline.
Upon returning home, the customer raised a chargeback against Southall Travel and received a refund for both the outgoing and return flight. The chargeback was upheld even though Southall had acted as agent, had never even received the sum of £752.64 (paid direct to the airline) and the customer had actually travelled on the outgoing flight!
Many agents would simply ‘let this go’. It was a reasonably small sum, and perhaps not worth arguing over. Not Southall Travel!
You can make your case!
Southall Travel commenced a legal claim against the customer in the small claims court, arguing that a) the chargeback should never have been awarded against them in the first place, as they were acting only as agent, and b) in any event, the customer had been unjustly enriched; having availed of the outbound flight on the booking, yet claiming for and receiving a refund for the same.
The customer counterclaimed against Southall Travel, seeking the sum of £2,868.30 to cover the costs of their replacement return flights and accommodation.
The matter was heard before Romford County Court on 2nd August, where judgment was awarded in favour of Southall Travel. The customer’s counterclaim was dismissed in its entirety and they were instead ordered to reimburse Southall for the cost of the flights that had been previously awarded under the chargeback process.
In their Judgment, DDJ Greenwood stated: “It seems to me clear that the contract between Southall Travel and [the customer] is limited to Southall Travel facilitating a further contract with Turkish Air… I find that there is no basis in law for which [the customers] may obtain compensation for which they seek from Southall Travel. Any contract that would provide for compensation would be between the customer and Turkish Airways.
On behalf of Southall Travel, it was submitted that they have essentially been unjustly enriched. It seems to me that Southall Travel’s position in respect of the law must be correct
Closing Remarks
Cases like this are far too common; and what is just as common is travel companies feeling that they have no source of recourse especially when the cost of doing so may well outweigh the value of the claim being sought. In this case, the claim value was under £800. Southall made numerous attempts to liaise and settle the matter with the customers without the need for formal action, but when this proved impossible, they stood up for what is right and brought the matter before the courts. It is great to see companies such as Southall Travel fighting back and others in the industry should be encouraged to do the same!
If your travel business has an issue like the one described in this article, or just needs any legal advice, please contact the author on
krystene@travlaw.co.uk
or call us on
0113 258 0033
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