In Turner v East Midlands Trains Ltd  IRLR 107 CA, the Court of Appeal held that the "range of reasonable responses" test, the long-standing approach to the assessment of the fairness of a dismissal, does not require adjustment even where art.8 of the European Convention on Human Rights is engaged. The existing approach is sufficiently nuanced and flexible to be compatible.
The Court of Appeal has held that the system for the disclosure of individuals' criminal records to employers breaches the European Convention on Human Rights.
A Northern Ireland industrial tribunal has provided a useful example for employers of circumstances in which it can be fair to dismiss an employee for offensive comments made about a work colleague on Facebook.
This employment tribunal decision shows that an employee's "private" actions outside the workplace can easily spill over to become misconduct that justifies disciplinary action.
In this case, one of the world's most prominent consumer technology companies, Apple, used its policies and procedures to dismiss fairly an employee who had made several Facebook posts that it considered could damage its reputation.
In Chairman and Governors of Amwell View School v Dogherty EAT/0243/06, the Employment Appeal Tribunal holds that an employment tribunal was not entitled to admit as evidence in unfair dismissal proceedings recordings of a disciplinary panel's private deliberations.
In Grant v United Kingdom 23 May 2006 ECHR, the European Court of Human Rights has held that that it was a breach of a transsexual worker's human rights to refuse to pay her a state pension from the women's retirement age of 60.
HR and legal information and guidance relating to art.8 of the Convention on Human Rights (the right to respect for private and family life).