Updated to include information on Bandara v British Broadcasting Corporation, in which the EAT considered the weight that employers should attach to manifestly inappropriate warnings when considering dismissal.
An employment tribunal has held that the employer fairly dismissed an employee who failed to produce evidence of his right to work in the UK.
Updated to include a reference to illegal working closure notices and compliance orders, introduced from 1 December 2016.
In this week's podcast, we discuss potentially fair statutory ban dismissals and provide guidance on the procedure that employers should go through.
This employment tribunal case arose from a situation in which the employer felt that it had no option but to dismiss a foreign worker who lost her right to work in the UK.
This private security contractor, which needed most employees by law to hold a security licence, fairly dismissed an employee who did not have the required documentation.
A table summarising the potentially fair reasons for dismissal.
The employer in this case fairly dismissed an employee who lost his driving licence, even though there was not an express requirement in his contract of employment that he be able to drive.
The Employment Appeal Tribunal has held that an employer's decision to dismiss an employee with an uncertain immigration status was reasonable.
HR and legal information and guidance relating to dismissals where the reason for the dismissal is that the employee could not continue to work in the position without contravention of a statutory duty or restriction.