Grievance and Disciplinary
Mitigating factors – a stark reminder of the importance of mitigation when dealing with alleged misconduct
Can an employer dismiss fairly even if it doesn’t offer a right of appeal?
Disciplinary and Grievance handling during COVID-19
Covert recordings: "For the times they are a-changing"
Almost everyone carries around with them a recording device nowadays, in the form of a smartphone or wearable technology. Where […]
Disciplinary investigations: Common sense and even-handedness should prevail
In the recent Employment Tribunal (ET) case of Ball v. First Essex Bus Limited, the claimant, a 60-year-old bus driver […]
Employers can be vicariously liable for the violent conduct of their employees outside work
In Bellman v Northampton Recruitment Limited (NRL), the Court of Appeal decided that NRL was liable for its Managing Director […]
A busy month for discrimination law
It’s been a busy few weeks for judgments; we round up the most recent discrimination cases: When is cancer a […]
Suspension for alleged misconduct may be a breach of contract
In the recent case of Agoreyo v. London Borough of Lambeth [2017] EWHC 2019 (QB), the High Court has held that suspension as a "knee-jerk" reaction to an allegation of misconduct may in itself be sufficient to breach the implied contractual term of trust and confidence.
Can you dismiss an employee if they have allegedly committed a criminal offence?
An American football team, the San Francisco 49ers, has dismissed its player Bruce Miller following his arrest on suspicion of […]
Insight: UK Employment Law Round-up – August 2016
In this month’s issue we consider the case of Dronsfield v. University of Reading, in particular the EAT’s observations in […]
Tailoring social media policies to catch Pokémon Go
In our article published today in HR-inform we consider the key steps employers can take to make their social media […]