The tribunal has awarded an employee £1 million after it ruled he had been unfairly dismissed and suffered race discrimination following an argument in a car park. What went wrong?
Published 18.12.2018
An employee is absent without leave and a colleague’s suggested that you issue her with a “return to work or be sacked” ultimatum. You’re worried that you could be exposed to an unfair dismissal
claim. Is this likely?
Published 10.03.2005
An employee who was sacked after he fought with a customer over a pair of trainers has won his tribunal claims for unfair dismissal and discrimination. Where did the employer go wrong?
Published 20.10.2017
A subscriber’s been asked to remove an employee from a contract due to his alleged improper conduct. But their client won’t let them speak to the witness and there’s no other contract they can move
him to. How should they play it?
Published 05.02.2009
An employee who was sacked after a colleague found a video of him being confronted by paedophile hunters has won his claim for unfair dismissal and been awarded over £21,000. Where did the employer
go wrong?
Published 09.01.2024
You need to make some alterations to the way an employee works. The primary reason is to save on overtime payments, meaning the employee may lose out. If he refuses to accept the change, would a
dismissal be fair?
Published 06.04.2006
The tribunal has held that an employee who was sacked for leaving a mug displaying offensive words in a kitchen cupboard was fairly dismissed. What had the employer done that protected its position?
Published 01.06.2017
An employee who was sacked after she made repeated administrative errors due to a medical condition has been awarded over £15,000 by the tribunal. Where did the employer go wrong?
Published 13.06.2019
The Employment Appeal Tribunal (EAT) has said that it “was not unreasonable” for an employer to rely on the evidence of a witness who wished to remain anonymous when dismissing an employee. Is
anonymous witness evidence now OK?
Published 27.08.2020
As you know, any investigation carried out prior to a dismissal must be “reasonable in the circumstances”. But in practice what exactly does this mean, particularly if evidence of guilt is strong?
What does a recent EAT case say?
Published 03.05.2007