The Court of Appeal has held that, where the reason for a TUPE-related dismissal is to continue running a business and to avoid liquidation, this can constitute an economical, technical or organisational (ETO) reason entailing changes in the workforce, meaning that such a dismissal is not automatically unfair.
This employment tribunal awarded a combined total of just over £300,000 to the former headteacher of a private school and his partner, who was the head of physical education, after she was dismissed with no procedure.
This employment tribunal made one of the largest ever tribunal awards to a company director who was automatically unfairly dismissed for raising concerns about his fellow directors' activities.
A model letter to respond to a worker who has made a protected disclosure.
HR and legal information and guidance relating to automatically unfair dismissals.