We look at four recent employment cases brought over the mishandling of flexible working requests, including two where the tribunal found the employee had been constructively dismissed.
In Wilson v Financial Conduct Authority, the employment tribunal dismissed the senior manager's claim after finding that the FCA had carefully analysed her flexible working request and had identified genuine reasons for refusing it.
In Independent Workers Union of Great Britain v Central Arbitration Committee and another, the Supreme Court held that Deliveroo riders are not in an employment relationship and fall outside the scope of the trade union rights under art.11 of the European Convention on Human Rights (ECHR).
In Chief Constable of the Police Service of Northern Ireland and another v Agnew, the Supreme Court upheld the Court of Appeal's decision that police officers and civilian police support staff in Northern Ireland can recover holiday underpayments that stretch back as far as 1998.
In Lynskey v Direct Line Insurance Services Ltd, an employment tribunal held that the employer discriminated against the employee by failing to make reasonable adjustments to account for her menopause symptoms, and that disciplinary action taken over her performance issues was unlawful discrimination arising from her disability.
In Alsnih v Al Quds Al-Arabi Publishing & Advertising, an employment tribunal held that the dismissal of an employee for refusing to use a work-related app on her personal phone was procedurally and substantively unfair.
We look at four recent employment tribunal decisions where the unfair dismissal claim was successful because of procedural mistakes made by the employer during the disciplinary process.