Employees have a right not to be unfairly dismissed from employment. Before dismissing an employee, employers need to make sure that they have a potentially fair reason.
The five potentially fair reasons for dismissal are: capability or qualifications; conduct; redundancy; where continued employment would contravene the law; and “some other substantial reason”.
A banker who carried out an ‘unsuitable’ trade which resulted in financial losses was unfairly dismissed by Credit Suisse because...
Paul Embery was not dismissed for his pro-Brexit views, an employment tribunal found, but had been subject to a ‘witch hunt’ with a ‘pre-determined’ outcome.
Joanne Moseley looks at a recent employment tribunal ruling in the case of a care worker who was made redundant.
With just nine weeks to go until the furlough scheme is set to be withdrawn for good, employers need to make decisions about their future workforce needs.
Where do employers stand when considering whether to dismiss an employee for their actions on social media?
A teacher who had been suspected, but not charged, of possessing indecent images of children was fairly dismissed, the Court...
A trader who lost his job at JP Morgan Chase & Co following allegations of market manipulation was unfairly dismissed...
Dispute over BLM comment in supermarket a fortnight after George Floyd's murder in the US led to dismissal of worker.
An NHS receptionist who lost her job after telling her employer she was scared of working in a public-facing role...
Mother whose employer tried to move her onto frequently changing shift patterns has won her case for unfair dismissal and indirect sex discrimination.
Senior police officer can return to job after unfair dismissal ruling over indecent phone image.
Tribunal decides investigation of man spotted out drinking while off work with illness was flawed.
The University of Hudderfield's decision to dismiss a lecturer with mental health worries was "wholly unreasonable", a tribunal has found.
Man who was sacked following terse emails has received a pay out for unfair dismissal, unfavourable treatment and disability-related harassment.
An employee refused to return to the workplace because he believed his workplace posed a danger to his children. What are the ramifications of the case?
