The employment tribunal in Baker v Abellio London Ltd held that the employer fairly dismissed an employee who did not obtain evidence of his right to work in the UK.
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 information on Khan v Stripestar Ltd, in which the EAT considered the extent to which a defective disciplinary process can be cured through an appeal; and Grayson v Paycare concerning the correct approach to a Polkey reduction.
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.
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.