What kind of claims might be made against an employer on termination of employment?
How are employees protected from dismissal because of an act of discrimination?
Can an employer dismiss an employee on maternity leave who wants to return to work on a part-time basis?
If an employee is dismissed because of a disability, is the employer acting unlawfully?
Under the Equality Act 2010, a dismissal can constitute less favourable treatment for the purposes of direct discrimination and unfavourable treatment for the purposes of victimisation if the less favourable treatment is because of the protected characteristic ie age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. It can also give rise to indirect discrimination (except in relation to the protected characteristic of pregnancy and maternity to which the indirect discrimination provisions do not apply) if the employer applies a provision, criterion or practice that results in the dismissal of someone with a protected characteristic and the
employer cannot show the application of the provision, criterion or practice to
be a proportionate means of achieving a legitimate aim.
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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