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”.
Piper v Maidstone and Tunbridge Wells NHS TrustThe claimant was employed by the respondent as a lead chaplin. Disciplinary action...
With changes to employment law – including a new maximum compensatory award for unfair dismissal – scheduled to come into...
The Court of Appeal has ruled that Haringey Council’s decision to start a second set of disciplinary proceedings against social...
Lloyd v BCQ Group LtdFACTSMr Lloyd was employed by BCQ Group Ltd from 1978. In May 2007, he suffered a...
How should you deal with an employee who engages in allegedly threatening behaviour towards a colleague? This issue has been...
Jefferson (Commercial) LLP v WestgateFACTSMr Westgate was employed by Jefferson (Commercial) LLP from 2002. By September 2010, the employer had...
The Government has published its response to the consultation on “ending the employment relationship”, which includes its intention to reduce...
Welton v Deluxe Retail Ltd (t/a Madhouse)FACTSMr Welton worked at a store in Sheffield that closed down, and his employment...
Every year brings with it some important new legislation for employers to negotiate. Whether related to employment tribunals, employee-shareholder contracts,...
DA v Strathclyde Joint Police BoardFACTSThe claimant (AC) was employed by the Strathclyde Joint Police Board as a police training...
Asif v Elmbridge Borough CouncilFACTSMs Asif was employed as an IT helpdesk administrative officer by Elmbridge Borough Council. There were...
Around 100 fixed income traders based at the London office of the Swiss bank UBS suffered the embarrassment of arriving...
R (on the application of Bakhsh) v Northumberland Tyne & Wear NHS Foundation TrustFACTSMr Bakhsh was employed as a mental...
Mitchells of Lancaster (Brewers) Ltd v TattersallFACTSMitchells of Lancaster (Mitchells) is a brewer and owner of public houses. Mr Tattersall...
Seawell Ltd v Ceva Freight (UK) Ltd and anotherFACTSCeva is a freight forwarding and management logistics business. Ceva employed Mr Moffat...
