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Arriva London South Ltd v Nicolaou - WTR opt-outs, detrimental treatment, and the "but for" test

An employer's refusal to allow an employee, who has refused to opt-out of a 48 hour week under WTR, to work overtime is not necessarily unlawful detrimental treatment. The employee must consider the broader health and safety picture, and a "reason why" rather than a "but for" test must be applied to determine whether the refusal is in order to further such policies, or genuinely intended to penalise for a refusal to sign - only the latter would be unlawful. 

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