When the lockdown restrictions are eventually eased many employers will start bringing employees back into the workplace. But what if an employee refuses to come back?
Published 29.01.2021
You know that you’re under a duty to provide a safe place of work. But in the current health crisis several employees have raised the issue of safety on their commute to work. What’s the position?
Published 11.06.2020
One of your employees is refusing to return to the workplace unless you can guarantee that all of their colleagues have received the COVID-19 vaccine. What’s the best way to handle this tricky
situation?
Published 12.05.2021
Increasingly, you may need staff to travel all over the world. But can you dismiss them if they refuse to work in a particular country due to perceived safety risks? What does recent case law say?
Published 13.12.2006
An important and valued client is refusing to have one of your workers back on their site. How should you deal with the situation? Can you just dismiss him because there’s no longer a job?
Published 11.01.2007
You’ve followed your disciplinary procedure to the letter. Now, you reckon you’re left with no choice but to dismiss the employee. What possible problem could a tribunal have with your decision?
Published 09.02.2006
One of your employees is assigned to look after an important client. However, your client wants them removed from their account as they believe “your employee is useless”. Does their complaint give
you grounds for dismissal?
Published 09.12.2015
It’s been suggested that employees could potentially dodge an employer’s return to the workplace instruction by saying that it would present a “serious and imminent danger” to their health. Can they
rely on this statutory protection or not?
Published 14.04.2021
You strongly suspect that an employee is up to no good, but you have no hard evidence of serious wrongdoing on their part. Can you dismiss them purely on your suspicion or would that risk an unfair
dismissal claim?
Published 04.11.2021
Many employers prefer to subject new employees to a period of probation - indeed, there are many advantages to this approach. But what’s the legal position if you do nothing at the end of it?
Published 09.04.2015