On appeal: TUPE, stress and employee handbooks
This report relates to 3 case(s)
-
expand
Briscoe v Lubrizol Ltd [2002] IRLR 607 CA
(1 other report)
-
- Date:
- 10 January 2003
An employee on long-term sick leave who failed to maintain communication with his employer regarding his continued absence, and who had not provided continuous medical certificates, was lawfully dismissed so as to terminate any entitlement to benefits under the employer's permanent health insurance scheme, the Court of Appeal holds in Briscoe v Lubrizol Ltd.
-
expand
Rossiter v Pendragon plc [2002] IRLR 483 CA
(1 other report)
-
- Date:
- 22 July 2002
In Rossiter v Pendragon plc, the Court of Appeal holds that, in the context of a transfer of an undertaking, an employee cannot claim constructive dismissal under s.95(1)(c) of the Employment Rights Act 1996 on the basis that a substantial and detrimental change has been made to his or her working conditions, without showing that the employer has acted in repudiatory breach of contract.
-
expand
Young v Post Office [2002] IRLR 660 CA
(2 other reports)
-
- Date:
- 2 July 2002
The onus is on the employer to ensure workload is appropriate when staff return from sick leave due to stress, rules the Court of Appeal.
-
- Date:
- 21 May 2002
This week's case roundup from Eversheds, covering stress claims and holiday pay funds.
Continuing our regular series on the implications of recent significant
cases. Debra Gers, associate solicitor, the human resources group, at
Eversheds, looks at the issues.
View the full article today
Register to read this article
Already an XpertHR user?
Log in
