Editor's message: If an employee you dismiss challenges the fairness of his or her dismissal, your organisation must be able to demonstrate: that the dismissal is for one of the potentially fair reasons (capability, conduct, redundancy, breach of a statutory enactment, or some other substantial reason); and that you acted reasonably in all the circumstances.
It is very important that you follow a fair procedure. For example, where an employee has committed a criminal offence that occurred outside the workplace, you must still carry out your own investigation and follow a fair procedure before reaching a decision on whether or not to dismiss the employee or take any other disciplinary action.
In assessing the fairness of the dismissal, an employment tribunal will consider whether or not your decision to dismiss the employee was within the band of reasonable responses open to an employer. The tribunal will take into account your organisation's size and administrative resources when making this assessment.
Ashok Kanani, Employment law editor
The Court of Appeal has held that an employer's decision to disregard new medical evidence and dismiss an employee on long-term sickness absence amounted to discrimination arising from disability and unfair dismissal.
Updated to include details of the increase in the limits on employment tribunal awards, effective from 6 April 2017.
The Employment Appeal Tribunal (EAT) has held that the dismissal of an employee for physical violence was unfair because the employer failed to have regard to all the surrounding circumstances and the employee's exemplary disciplinary record over 42 years' service.
In Khan v Stripestar Ltd EAT/0022/15, the EAT held that an employment tribunal was entitled to find that a dismissal was fair despite a wholly defective and unfair initial disciplinary hearing, because the subsequent internal appeal cured the defects earlier in the process.
This employment tribunal held that an employer fairly dismissed an employee who refused to do overtime as required under her contract of employment and whose protests at being asked to do so caused discontent among her fellow workers.
A recent case has caused uncertainty about the HR role in disciplinary procedures. HR should certainly not be judge, jury and hangman, writes John Charlton.
Chris Cook is partner and head of employment and Keely Rushmore is senior associate at SA Law. They round up the latest rulings.
An employment tribunal has held that an experienced employee should have appreciated the seriousness of breaching his employer's hygiene rules and it was appropriate for the employer to dismiss him.
The Employment Appeal Tribunal (EAT) has held that there are no limitations on the nature and extent of the deficiencies in a first stage disciplinary procedure that can be cured by a thorough and effective appeal.
Employers need to tread carefully in situations where disparity of treatment arises. Natalie Jeffries, an associate from Burges Salmon, looks at the lessons from key cases where employees in an organisation were dealt with differently for the same types of misconduct.
HR and legal information and guidance relating to the general fairness of a dismissal.