The European Court of Justice (ECJ) has directed that a constructive dismissal resulting from the employer unilaterally reducing the employee's pay must be treated as a redundancy for the purposes of calculating when an employer's information and consultation obligations apply under the Collective Redundancies Directive.
The Employment Appeal Tribunal (EAT) has held that there is no relevant TUPE transfer where a restructure results in an employee moving from an employment contract with one employer to an employment contract with several employers, including the original employer.
In a reminder for employers of the dangers of Christmas parties, the employment tribunal in this case held that two zookeepers who got into a fight at London Zoo's Christmas party should have received the same disciplinary sanction.
The Employment Appeal Tribunal has found a dismissal was fair even though another employee involved in the misconduct at a work event received a more lenient sanction. Key differences justified the disparity of treatment.
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