Sarah Wade, Rosie Kight, Amy Ross-Sercombe, Kate Edminson and Lydia Newman are associates at Addleshaw Goddard LLP. They round up the latest rulings.
The Court of Appeal has upheld a decision that OFCOM was entitled, in dismissing an employee, to rely on an official disclosure that he presented a risk to children and consider the potential reputational damage if the allegations against him were true.
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.
Employee misbehaviour on work trips can sometimes justify dismissal, as this case demonstrates.
Smaller organisations that do not have written rules and procedures are on dangerous ground if they dismiss an employee for a first offence on the basis that it is the "general culture" that the conduct in question is prohibited, as this case illustrates.
A Court of Appeal judge has taken the unusual step of criticising employers that are too quick to suspend employees accused of wrongdoing, after an NHS trust suspended and reported to the police two long-serving nurses who were accused of using inappropriate methods to restrain a violent patient.
In this case, the employer plotted to dismiss an employee on "trumped up" charges, but he was vindicated by an employment tribunal that saw through the employer's sham disciplinary process.
This case is a good example of how the dismissal of an employee for a failure to follow an important protocol or rule can be unfair where the protocol or rule was not communicated effectively in the first place.
In this case, an employee dismissed for gross misconduct was betrayed by his union representative at the appeal stage, something that none of the tribunal members had previously encountered.
In this unusual case, an employee was dismissed for offensive material on his computer despite the fact that his manager, who lied during the disciplinary process, had been aware of some of the material and even emailed him a pornographic video at work.
HR and legal information and guidance relating to dismissals for a reason relating to conduct.