Updated to include information on Badara v Pulse Healthcare Ltd, concerning the employer's use of the Home Office checking service for evidence of the right to work.
Our survey on redundancy and subsequent management of the process covers reasons for redundancy, selection criteria and levels of compensation provided.
In Jagex Ltd v McCambridge, the Employment Appeal Tribunal held that the employee had not acted in breach of contract or committed gross misconduct when he shared pay information with a colleague, after he found a document left on a printer containing the senior executive's salary.
In Cadent Gas Ltd v Singh, the Employment Appeal Tribunal held that an employee was unfairly dismissed due to his trade union activities and that his manager's hostility towards him could be attributed to the employer.
Updated to reflect that the Court of Appeal will not hear the appeal in Awan v ICTS UK Ltd because the parties reached a settlement.
Updated to include information on Royal Mail Group Ltd v Jhuti, in which the Supreme Court considered the knowledge of the decision-maker in a dismissal.
In Royal Mail Group Ltd v Jhuti, the Supreme Court held that, where a dismissal for making protected disclosures is hidden behind an invented reason that is adopted by the decision-maker, the reason for the dismissal is the hidden reason rather than the invented one.
In Herbai v Hungary, the European Court of Human Rights held that a worker's right to freedom of expression was violated when the employer dismissed him due to his involvement with a website devoted to HR issues.
Consultant editor Darren Newman considers if an employer can ever be successful in claiming that a constructive dismissal is fair in the light of two recent cases lost by employers.
In Retirement Security Ltd v Wilson, the Employment Appeal Tribunal held that the employer's "flawed" disciplinary investigation entitled the claimant to resign and successfully claim constructive dismissal.
HR and legal information and guidance relating to dismissal.