in deciding whether an employer is vicariously liable for wrongs done by an employee the traditional test of considering whether the act is "a wrongful and unauthorised mode of doing some act authorised by the master" is not entirely apt in cases of intentional wrongs. The correct test is to concentrate on the relative closeness of the connection between the nature of the employment and the particular wrong and to ask whether looking at the matter in the round it is just and reasonable to hold the employers vicariously liable.

For relevant general notes see Employer/vicarious liability for acts of employees .