The tribunal has ruled that a former Oxford University employee - who was sacked over twelve allegations of gross misconduct - was unfairly dismissed. Where did this particular employer go wrong?
Published 24.02.2015
In Mann v NSL Ltd 2016, the employer sacked the employee for using “unacceptable racist language”. The employee claimed unfair dismissal on the grounds that it was “accepted local street talk”. Why
did his argument fail?
Published 28.06.2016
Employees have the right not to be treated less favourably because of their religion or belief. But what if they seek to impose their views on others in your workplace? Could that give you grounds
for their dismissal?
Published 24.03.2014
When an employee was kicked unconscious at his desk his manager was sacked for “failing to adequately protect him from harassment”. Why did the tribunal rule that her dismissal was actually unfair?
Published 22.09.2014
Usually, it’s an employee who falls into a trap when using Facebook - many have lost their jobs for posting negative comments on it. But why has one employer, who used it to communicate with an
employee, landed itself in hot water?
Published 07.04.2010
In March 2013 we told you about an employee who had claimed unfair dismissal when she was sacked following a positive drugs test. The Employment Appeal Tribunal has overturned that decision. What’s
the latest?
Published 05.06.2014
An employee has committed a few acts of misconduct in close succession. Individually, they only warrant a written warning. Can you add them all up and allege this is actually a matter of gross
misconduct?
Published 21.05.2014
The tribunal has ruled that an employee who was sacked for calling his boss “a tw@t” was unfairly dismissed and awarded him £19,000. What did the employer do wrong in the dismissal procedure?
Published 24.10.2018
It’s a fact of life that some employees use bad language in the workplace. But what if it includes religious references? Could a devoutly religious colleague claim this is unlawful harassment?
Published 09.09.2014
Mix a large quantity of alcohol with a clash of personalities during a work party and it can spell trouble. Let’s suppose a fight breaks out between two employees after the event has finished. Does
this justify disciplinary action?
Published 15.12.2014