The Veezu drivers’ claim is about proving to the Employment Tribunal that Veezu drivers should be classed as workers, rather than independent contractors. There are several ways in which Veezu companies control the work done by the drivers

Impact of other cases on the Veezu drivers’ claim

A number of employers have faced “worker” status cases in Tribunals and Courts over the last few years. Most notably in 2021 a case by the founder of DRA Yaseen Aslam, the UK Supreme Court heard a final appeal by Uber against an Employment Tribunal’s original decision that their drivers were workers, rather than independent contractors. The Supreme Court found in favour of the drivers and dismissed Uber’s appeal against the Tribunal’s original decision.
The Uber judgment does not directly impact upon the Veezu drivers’ claims. However, our view is that if you succeed with the claim in an Employment Tribunal, the Uber Supreme Court decision makes it far less likely that Veezu companies will be able to successfully appeal an Employment Tribunal decision in your favour.

Leigh Day are bringing claims on behalf of drivers engaged with Veezu companies

Leigh Day are bringing claims on behalf of drivers engaged with Veezu companies, claiming they are workers. Veezu companies currently use contracts that attempt to classify drivers as self-employed independent contractors.
Veezu have acquired a number of partner taxi companies (“Veezu companies”) in recent years, including Dragon Taxis Ltd, Amber Cars Ltd, A2B Radio Cars, Go Carz, V Cars Ltd, Panther Taxis Ltd, A.B.C Taxis, City Taxis Holdings Ltd, Steel City Holdings Limited, Derby City Cars Ltd, Sn1 Cars, Aqua Cars and/or Diamond Cars.
All drivers for the various Veezu companies are engaged under the same written contractual terms – we are bringing claims for any eligible driver engaged for these Veezu companies.
If you are a Veezu driver, we believe that you are also a worker and should be entitled to claim back the following:
• Back pay for unpaid holiday pay for the whole period of your work with Veezu companies;
• Back pay for any shortfall between the pay you have received and the National Minimum Wage;
• 28 days of paid annual leave if you still work for a Veezu company (pro rota equivalent if you work less than 5 days a week);
• National Minimum Wage rights if you still work for a Veezu company.