What kind of claims might be made against an employer on termination of employment?
If an employee is dismissed because of a disability, is the employer acting unlawfully?
Can an employer dismiss an employee on maternity leave who wants to return to work on a part-time basis?
Under the Equality Act 2010, an employer
directly discriminates against a disabled employee if it treats him or her less favourably because of his or her disability. Less favourable treatment may include a dismissal. Where an employer treats an employee unfavourably because of something arising in consequence of his or her disability, for example, by dismissing him or her because of a disability-related absence, this may constitute discrimination arising from disability if the employer cannot justify the treatment. A dismissal may also constitute indirect discrimination if it is the result of the application by the employer of a discriminatory provision, criterion or practice that the employer cannot justify. It would also be unlawful for
the employer to fail to make reasonable adjustments to the organisation's
redundancy selection process or disciplinary procedure to prevent the disabled
person being placed at a disadvantage.
How are employees protected from dismissal because of an act of discrimination?
Is it permissible for an employer to dismiss part-time workers in preference to employees on full-time contracts?
Where employees are dismissed as a result of a TUPE transfer, will the dismissals be unfair?
Where an employee who has exhausted all entitlement to sick pay is to be dismissed on grounds of ill health will he or she be entitled to any payment throughout his or her notice period?
Can an employer dismiss an employee who has less than the service required to claim unfair dismissal without following its disciplinary procedure?
Are employees on fixed-term contracts entitled to statutory notice of their dismissal?
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