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Unfair dismissal

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  • Unfair dismissal

Enhanced protection for employees who strike

By Victoria Albon
  • Grievance and Disciplinary
  • Unfair dismissal

Employee unfairly dismissed when not given the opportunity to respond to a specific allegation

By Sarah Lovell
  • Discrimination
  • Gender pay gap reporting
  • Redundancy and business reorganisation
  • Sex Discrimination
  • Unfair dismissal

Achieving diversity goals without discriminating

By Claire Maclean
  • Employment policies
  • Employment Status
  • Tribunal claims
  • Unfair dismissal

Worker status and substitution provisions

By Imogen Dean
  • Discrimination
  • Employment policies
  • Unfair dismissal

EAT upholds different conclusions on same policy in age discrimination cases

By Sarah Lovell
  • Employment Documents
  • Employment policies
  • Termination
  • Tribunal claims
  • Unfair dismissal

EAT considers reasonableness of final written warning on fairness of dismissal

By admin
  • COVID-19
  • Job Retention Scheme
  • Redundancy and business reorganisation
  • Termination
  • Tribunal claims
  • Unfair dismissal

When is it reasonable to dismiss rather than to furlough?

By Laura Morrison
  • COVID-19
  • Unfair dismissal

COVID-19: dismissal for refusing to agree variation to employment contract is unfair

By Helena Rozman
  • COVID-19
  • Unfair dismissal

Dismissal for refusing to wear face mask can be fair

Over the past year, face masks have become an ordinary part of life and it was only a matter of time before they became the focus of a workplace dispute. In the first such dispute to reach a tribunal, Kubilius v Kent Foods Ltd (ET/3201960/2020), an employment tribunal found that a lorry driver was dismissed fairly for his refusal to wear a face mask on a client's premises.

By Kate Coppack
  • Unfair dismissal

Covert recordings – striking the right balance when deciding to dismiss

By Marianne Hessey and Imogen Dean
  • General
  • Redundancy and business reorganisation
  • Unfair dismissal

Can unguaranteed work constitute alternative employment in redundancy situations?

By Helena Rozman
  • Employment contracts
  • Unfair dismissal

EAT confirms “unofficial” work prior to formal start date may not count towards a period of continuous employment

By UK People Reward and Mobility Team

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