The Employment Appeal Tribunal has held that an employee who was sacked for gross misconduct after he drove a company vehicle into floodwater was unfairly dismissed. Why did it reach this decision?
Published 07.09.2018
The penalty for proven gross misconduct is summary dismissal, which means employment can be terminated without notice or pay. But what’s the risk if an employee says they didn’t know their actions
would be treated that seriously?
Published 01.06.2010
In a recent case, an employee selected for redundancy sent vast amounts of confidential information to her private e-mail address. She said it was “self-preservation”, the employer argued it was
gross misconduct. Who won?
Published 27.04.2011
Suppose that an employee has used their own home computer to send an offensive chain e-mail. You might think that this is a private activity. But according to the tribunal it can justify dismissal.
What do you need to know?
Published 11.04.2011
One employer who was faced with a constructive dismissal claim tried to put the matter right by offering an apology. So what did the Court of Appeal say about this? Did it make amends or was the
damage already done?
Published 07.04.2010
A postman of 25 years, who was sacked for gross misconduct after he stuck a piece of chewing gum on a customer’s property, has won his claim for unfair dismissal. Why did Royal Mail lose this
case?
Published 12.05.2022
If an employee is summarily dismissed for gross misconduct, they are not entitled to receive the notice period stated in their contract. Could this allow them to claim wrongful dismissal, i.e. breach
of contract, by default?
Published 01.06.2012
Employees often help themselves to their employer’s stock, particularly items of low value. But, as a recent case shows, you don’t have to prove such misconduct “beyond all reasonable doubt”. So what
are you required to do?
Published 17.12.2012
An employee who needed to answer “a call of nature”, stopped his van to do just that. His employer reacted by sacking him for gross misconduct. But what did the tribunal think? Was this a “reasonable
response” or not?
Published 20.11.2009
Like many employers, you’re confident that you can identify the sort of behaviour that can be dealt with as gross misconduct. But a new case suggests that you must be very careful before you act. So
how should you deal with it?
Published 07.04.2005