In Weir v Citigroup Global Markets Ltd, an Employment Tribunal has held that the dismissal of a City trader for misleading the financial markets was unfair
An internal reorganisation which led to an employee’s part-time role being subsumed within a broader full-time role did not necessarily mean the role was redundant. Given
In the recent case of Valimulla v Al-Khair Foundation, the EAT held that an employer’s failure to consult with an employee about a proposed redundancy pool
In Garcha-Singh v British Airways plc, the EAT has ruled that an Employment Tribunal was entitled to find that the dismissal of a long-term sick employee
An Employment Tribunal has ruled that a journalist was unfairly dismissed for refusing to install an “intrusive” work-related app on her personal phone, which would
The EAT has held that the dismissal of an employee “vanished” as a consequence of her successful internal appeal of a dismissal decision.
Did you know that approximately 6.3 million people in the UK suffer from dyslexia? With around 10% of the population affected, it is important for employers to understand what obligations they have, if any, towards dyslexic workers.
The EAT has upheld a Tribunal’s decision that it was fair to dismiss an employee for being persistently late to work, even though sometimes this was by just two or three minutes.
In Singh v Metroline West Limited the Employment Appeal Tribunal decided that an employer had committed a fundamental breach of contract when it withheld company sick pay from an employee suspected of malingering.
In the recent case of Coulson v Rentplus Ltd, the Employment Appeal Tribunal upheld a decision that the Acas Code of Practice on Disciplinary and Grievance Procedures applied to a sham redundancy dismissal that was tainted by discrimination.
The decision to make employees redundant is never easy and care needs to be taken to follow a lawful process in order to avoid the risks and costs of potential claims, particularly unfair dismissal.
In the recent case of Fentem v Outform EMEA Ltd it was decided that the employer’s use of a PILON clause to bring forward an employee’s termination date after he had resigned did not amount to a dismissal.
Receive our monthly employment law newsletter and invitations to our events!
Copyright © Brahams Dutt Badrick French LLP | Cookies & Privacy Policy | Legal Notices | Fees Information | Complaints Procedure
