Grindhouse Day (or Man with an International Travel Ban)

Photo by Nathan Wright on Unsplash 

An interesting story appeared in the Scottish and national UK media on Wednesday 26 February 2025 about a case at Wick Sheriff Court which has made legal history.

Chief Constable of Police Scotland v Kevin Booth [2025] SC WCK 8

A link to the judgement (issued by Sheriff Neil Wilson) on the British and Irish Legal Information Institute (BAILII) can be found below:

https://www.bailii.org/cgi-bin/format.cgi?doc=/scot/cases/ScotSC/2025/2025scwck008.html&query=(Chief)+AND+(Constable)+AND+(of)+AND+(Police)+AND+(Scotland)+AND+(v)+AND+(Kevin)+AND+(Booth)+AND+(.2025.)+AND+(SC)+AND+(WCK)+AND+(8)

When I heard the first account of this story on BBC’s Six ‘o’ Clock News and, immediately afterwards on BBC Reporting Scotland, I assumed that the Sheriff Court had issued its Order under its criminal jurisdiction. I was wrong, but more about that later.  

A word of warning to anyone contemplating reading Sheriff Wilson’s judgement, it contains graphic accounts of violence carried out by Booth against his victims. The judgement is not for the faint hearted.

Totally by coincidence, this story was reported around the time that a major Hollywood film, Heretic (starring Hugh Grant) had just been released; the plot of which featured a misogynist running a torture dungeon under his suburban home. Although the real life setting of Booth’s remote, baronial mansion in the Scottish Highlands definitely won out over Hollywood for its sheer spookiness factor.

A link to the BBC Scotland report can be found below:

https://www.bbc.co.uk/news/articles/cy9dld3jgx8o

The Man with an International Travel Ban

The case centred around Kevin Booth who had been accused of physically abusing women in a private dungeon located in the cellars of his Highland home. Adding to the Grindhouse Movie atmosphere of this story, Booth was in the habit of filming these encounters. It later transpired that many of Booth’s victims were employed by him as domestic servants at his Highland home. Many of these women were foreign nationals who had been lured to the UK by promises of well paid employment with Booth. They were highly vulnerable to abuse and exploitation. These women were to be bitterly disappointed: the golden future that Booth had painted was a deception and, little did they know it, but they were about to enter a nightmare.

At first, I thought, nothing unusual about this story as violence against and the abuse of women and girls is still shockingly and depressingly common in Scotland (and the rest of the UK). Just that week, The Metro had run a front page story detailing the fact that the incidence of the crime of upskirting on trains had rocketed across the UK (see the link below). 

Back to Mr Booth: he is a millionaire (apparently) who owns a remote Scottish Baronial mansion located at the end of a 10 mile private road in the Highlands. The Police, acting on complaints received from several women who had worked for Booth, gathered evidence against him of potential, criminal wrongdoing e.g. torture (referred to as punishment beatings) and human trafficking, but the Crown Office and Procurator Fiscal Service (COPFS) later abandoned criminal proceedings against Mr Booth. 

When the average person hears phrases like human trafficking and punishment beatings, you can’t blame them for arriving at the completely justifiable conclusion that this will involve breaches of the criminal law.  

From knowledgeable sources of mine, it has been speculated that the Crown abandoned proceedings against Booth because it was not in the public interest (yes amazingly); there may have been some level of ‘consent’ given by Booth’s victims; and there was not a sufficiently high chance of securing a conviction against him.

That said, there are limits placed upon physical abuse that an adult may agree to undergo as the House of Lords made very clear in its decision of R v Brown [1993] UKHL 19 [1994] 1 AC 212. This case made headlines at the time because of the types of physical abuse which went way beyond the types of sado-masochostic sexual practices that would be deemed legally permissible.  

At this point, it is worth restating that we have a system of public prosecution in Scotland (private prosecutions are extremely rare). It is the Crown Office and Procurator Fiscal Service (COPFS) which make decisions about whether an accused person will face trial in a criminal court.  Police Scotland can charge a person with a crime (in this case Mr Booth), but it will be up to COPFS to green light a prosecution.

As we have seen, a criminal prosecution against Booth was attempted, but was later abandoned. This development, however, did not deter Police Scotland from taking further civil action against Booth at Wick Sheriff Court by applying for a Trafficking and Exploitation Prevention Risk Order (TERO).

Mr Booth is now the subject of an international travel ban to last for a duration of 5 years. This Order is the first of its kind in Scottish legal history.  The ban or was made in terms of section 26 of the Human Trafficking and Exploitation (Scotland) Act 2015. The official name for this type of ban is a Trafficking and Exploitation Prevention Risk Order or TERO for short.

In relation to his activities, Booth, however, has not been convicted of any criminal acts and the travel ban was imposed by a civil court. The Police actively sought this civil order. There are other restrictions imposed on Booth by the Sheriff Court. He will, for instance, have to notify Police Scotland in advance if he proposes to employ women at his home. This Order is more about controlling Booth in the future as opposed to punishing him (in the criminal sense) for his past treatment of the victims in the story. 

It has to be said that Mr Booth has a rap sheet that would turn most people’s hair white: physical abuse of pupils at a school in Africa where he worked as a teacher; further physical abuse of young children of school age in the North East of England; and, more worryingly, allegations of rape of a woman in the Republic of Ireland. Clearly, Booth is not a nice person – to put it mildly.  

The Police have had significant involvement with Booth and have investigated him after a number of complaints were received from women who stated that they had been physically abused by him.

On BBC Scotland, the reporter likened the abuse to “punishment beatings”. Booth is still a free man for now – although the Police will continue to monitor his activities.  At the time of writing, Booth was the subject of a criminal trial at Wick Sheriff Court for allegedly making indecent communication s to a woman (please see link to article on the BBC website below).

https://www.bbc.co.uk/news/articles/cd7v27nnv9go

The question being asked is “Why is this man not in jail?”  

This is clearly a question for COPFS to answer because it is the relevant legal authority for determining whether a public prosecution of an accused should proceed.  

The decision not to proceed against Booth is going to be particularly controversial given high profile campaigns about violence against women and attempts by the authorities to reduce these types of incidents.  

What about the victims pursuing private prosecutions against Booth?  

Well, this Blog has previously discussed the problems associated with these types of legal action in Scotland. It is theoretically possible, but highly unlikely in practice as the victims would have to make an application to the High Court of Justiciary for a Bill for Criminal Letters which would permit them to initiate a private prosecution against Booth. It’s worth remembering that the last successful private prosecution in Scotland was over 40 years ago (X v Sweeney [1982] JC 70

A civil action, for the time being, might be the only effective remedy for the victims. 

That said, the Police and COPFS are monitoring the situation and, if significant new, evidence comes to light, Booth may well have to face his day in a criminal court. 

In conclusion, Sheriff Neil Wilson had this to say about Booth’s conduct (at paragraph 102 of his judgement):

… the evidence of Mr Booth’s egregious conduct, as presented in court, was, at times, utterly harrowing. The graphic video footage, combined with the context and background provided by supporting documentary evidence in various forms, was redolent of a level of cruelty and depravity which, whilst extreme, one can only hope is rare. It might be thought that the use of such value-laden language in a legal judgment is inappropriate. I would beg to differ, and make no apologies for including it. This judgment may be primarily concerned with the legal issues before the court, but it is important not to lose sight of the human suffering giving rise to this case.” 

Recent Update About Mr Booth

On 28 October 2025, at Wick Sheriff Court, Mr Booth was found guilty of making an indecent communication to a woman who had been employed by him. Booth will return to Court at a later date to be sentenced by the Sheriff.

A link to the story on the BBC website can be found below:

https://www.bbc.co.uk/news/articles/cwyp392jx2do

Explanatory Note About Grindhouse Movies

According to Wikipedia: A grindhouse or action house[1] is an American term for a theatre that mainly shows low-budget horror, splatter, and exploitation films for adults.

According to historian David Church, this theater type was named after the “grind policy”, a film-programming strategy dating back to the early 1920s that continuously showed films at cut-rate ticket prices that typically rose over the course of each day. This exhibition practice was markedly different from the era’s more common practice of fewer shows per day and graduated pricing for different seating sections in large urban theatres, which were typically studio-owned.

Copyright Seán J Crossan, 26 February 2025 and 28 October 2025

Pay day?

Photo by Jordan Rowland on Unsplash

One of the most important common law duties that an employer has under the contract of employment is to pay wages to the employee.

This duty, of course, is contingent upon the employee carrying out his or her side of the bargain i.e. performing their contractual duties.

The right to be paid fully and on time is a basic right of any employee. Failure by employers to pay wages (wholly or partially) or to delay payment is a serious contractual breach.

Historically, employers could exploit employees by paying them in vouchers or other commodities. Often, these vouchers could be exchanged only in the factory shop. This led Parliament to pass the Truck Acts to prevent such abuses.

Sections 13-27 of the Employment Rights Act 1996 (which replaced the Wages Act 1986) give employees some very important rights as regards the payment of wages.

The National Minimum Wage Act 1998 (and the associated statutory instruments) and the Equality Act 2010 also contain important provisions about wages and other contractual benefits.

There are a number of key issues regarding the payment of wages:

  • All employees are entitled to an individual written pay statement (whether a hard or electronic copy)
  • The written pay statement must contain certain information
  • Pay slips/statements must be given on or before the pay date
  • Fixed pay deductions must be shown with detailed amounts and reasons for the deductions e.g. Tax, pensions and national insurance
  • Part time workers must get same rate as full time workers (on a pro rata basis)
  • Most workers entitled to be paid the National Minimum Wage or the National Minimum Living Wage (if over age 25) (NMW)
  • Some workers under age 19 may be entitled to the apprentice rate

Most workers (please note not just employees) are entitled to receive the NMW i.e. over school leaving age. NMW rates are reviewed each year by the Low Pay Commission and changes are usually announced from 1 April each year.

It is a criminal offence not to pay workers the NMW and they can also take (civil) legal action before an Employment Tribunal (or Industrial Tribunal in Northern Ireland) in order to assert this important statutory right.

There are certain individuals who are not entitled to receive the NMW:

  • Members of the Armed Forces
  • Genuinely self-employed persons
  • Prisoners
  • Volunteers
  • Students doing work placements as part of their studies
  • Workers on certain training schemes
  • Members of religious communities
  • Share fishermen

Pay deductions?

Can be lawful when made by employers …

… but in certain, limited circumstances only.

When exactly are deductions from pay lawful?:

  • Required or authorised by legislation (e.g. income tax or national insurance deductions);
  • It is authorised by the worker’s contract – provided the worker has been given a written copy of the relevant terms or a written explanation of them before it is made;
  • The consent of the worker has been obtained in writing before deduction is made.

Extra protection exists for individuals working in the retail sector making it illegal for employers to deduct more than 10% from the gross amount of any payment of wages (except the final payment on termination of employment).

Employees can take a claim to an Employment Tribunal for unpaid wages or unauthorised deductions from wages. They must do so within 3 months (minus 1 day) from the date that wages should have been paid or, if the deduction is an ongoing one, the time limit runs from the date of the last relevant deduction.

An example of a claim for unpaid wages can be seen below:

Riyad Mahrez and wife ordered to pay former nanny

Equal Pay

Regular readers of the Blog will be aware of the provisions of the Equality Act 2010 in relation to pay and contractual benefits. It will amount to unlawful sex discrimination if an employer pays a female worker less than her male comparator if they are doing:

  • Like work
  • Work of equal value
  • Work rated equivalent

Sick Pay

Some employees may be entitled to receive pay from the employer while absent from work due to ill health e.g. 6 months’ full pay & then 6 months’ half pay. An example of this can be seen below:

Statutory Sick Pay (SSP)

This is relevant in situations where employees are not entitled to receive contractual sick pay. Pre (and probably post Coronavirus crisis) it was payable from the 4th day of sickness absence only. Since the outbreak of the virus, statutory sick pay can paid from the first day of absence for those who either are infected with the virus or are self-isolating.

Contractual sick pay is often much more generous than SSP

2020: £95.85 per week from 6 April (compared to £94.25 SSP in 2019) which is payable for up to 28 weeks.

To be eligible for SSP, the claimant must be an employee earning at least £120 (before tax) per week.

Employees wishing to claim SSP submit a claim in writing (if requested) to their employer who may set a deadline for claims. If the employee doesn’t qualify for SSP, s/he may be eligible for Employment and Support Allowance.

Holiday Pay

As per the Working Time Regulations 1998 (as amended), workers entitled to 5.6 weeks paid holiday entitlement (usually translates into 28 days) per year (Bank and public holidays can be included in this figure).

Some workers do far better in terms of holiday entitlement e.g. teachers and lecturers.

Part-time workers get holiday leave on a pro rata basis: a worker works 3 days a week will have their entitlement calculated by multiplying 3 by 5.6 which comes to 16.8 days of annual paid leave.

Employers usually nominate a date in the year when accrual of holiday pay/entitlement begins e.g. 1 September to 31st August each year. If employees leave during the holiday year, their accrued holiday pay will be part of any final payment they receive.

Holiday entitlement means that workers have the right to:

  • get paid for leave that they build up (‘accrue’) in respect of holiday entitlement during maternity, paternity and adoption leave
  • build up holiday entitlement while off work sick
  • choose to take holiday(s) instead of sick leave.

Guarantee payments

Lay-offs & short-time working

Employers can ask you to stay at home or take unpaid leave (lay-offs/short time working) if there’s not enough work for you as an alternative to making redundancies. There should be a clause in the contract of employment addressing such a contingency.

Employees are entitled to guarantee pay during lay-off or short-time working. The maximum which can be paid is £30 a day for 5 days in any 3-month period – so a maximum of £150 can be paid to the employee in question.

If the employee usually earn less than £30 a day, s/he will get their normal daily rate. Part-time employees will be paid on a pro rata basis.

How long can employees be laid-off/placed on short-time working?

There’s no limit for how long employees can be laid-off or put on short-time. They could apply for redundancy and claim redundancy pay if the lay-off/short-term working period has been:

  • 4 weeks in a row
  • 6 weeks in a 13-week period

Eligibility for statutory lay-off pay

To be eligible, employees must:

  • have been employed continuously for 1 month (includes part-time workers)
  • reasonably make sure you’re available for work
  • not refuse any reasonable alternative work (including work not in the contract)
  • Not have been laid-off because of industrial action
  • Employer may have their own guarantee pay scheme
  • It can’t be less than the statutory arrangements.
  • If you get employer’s payments, you don’t get statutory pay in addition to this
  • Failure to receive guarantee payments can give rise to Employment Tribunal claims.

This is an extremely relevant issue with Coronavirus, but many employers are choosing to take advantage of the UK Government’s Furlough Scheme whereby the State meets 80% of the cost of an employee’s wages because the business is prevented from trading.

Redundancy payments

If an employee is being made redundant, s/he may be entitled to receive a statutory redundancy payment. To be eligible for such a payment, employees must have been employed continuously for more than 2 years.

The current weekly pay used to calculate redundancy payments is £525.

Employees will receive:

  • half a week’s pay for each full year that they were employed under 22 years old
  • one week’s pay for each full year they were employed between 22 and 40 years old
  • one and half week’s pay for each full year they were employed from age 41 or older

Redundancy payments are capped at £525 a week (£508 if you were made redundant before 6 April 2019).

Please find below a link which helps employees facing redundancy to calculate their redundancy payment:

https://www.gov.uk/calculate-your-redundancy-pay

Family friendly payments

Employers also have to be mindful of the following issues:

  • Paternity pay
  • Maternity Pay
  • Shared Parental Pay
  • Maternity Allowance
  • Adoption Pay
  • Bereavement Pay

Employers can easily keep up to date with the statutory rates for family friendly payments by using the link below on the UK Government’s website:

https://www.gov.uk/maternity-paternity-calculator

What happens if the employer becomes insolvent and goes into liquidation?

Ultimately, the State will pay employees their wages, redundancy pay, holiday pay and unpaid commission that they would have been owed. This why the UK Government maintains a social security fund supported by national insurance contributions.

An example of a UK business forced into liquidation can be seen below:

Patisserie Valerie: Redundant staff ‘not receiving final pay’

Up to 900 workers lost their jobs when administrators closed 70 of the cafe chain’s outlets. Disclaimer:

Conclusion

Payment of wages is one of the most important duties that an employer must fulfil. It is also an area which is highly regulated by law, for example:

  • The common law
  • The Employment Rights Act 1996
  • The Working Time Regulations 1998
  • The National Minimum Wage Act 1998
  • The Equality Act 2010
  • Family friendly legislation e.g. adoption, bereavement, maternity, paternity

Failure by an employer to pay an employee (and workers) their wages and other entitlements can lead to the possibility of claims being submitted to an Employment Tribunal. The basic advice to employers is make sure you stay on top of this important area of employment law because it changes on a regular basis and ignorance of the law is no excuse.

Related Blog Articles:

https://seancrossansscotslaw.com/2020/01/30/2020-same-old-sexism-yes-equal-pay-again/

https://seancrossansscotslaw.com/2020/01/10/new-year-same-old-story/

https://seancrossansscotslaw.com/2019/05/13/inequality-in-the-uk/

https://seancrossansscotslaw.com/2019/03/31/the-gender-pay-gap/

https://seancrossansscotslaw.com/2019/04/05/the-gender-pay-gap-part-2/

https://seancrossansscotslaw.com/2019/06/26/ouch/

https://seancrossansscotslaw.com/2019/06/20/sexism-in-the-uk/

Thttps://seancrossansscotslaw.com/2019/04/30/paternity-leave/

Copyright Seán J Crossan, 5 April 2020