In Lancaster & Duke Ltd v Wileman, the Employment Appeal Tribunal (EAT) held that an employee who was dismissed for gross misconduct could not extend her length of service by the statutory minimum notice period to allow her to qualify to bring a claim of unfair dismissal.
Union Unite plans to take legal action on behalf of a group of former Carillion employees who were made redundant when the company collapsed in January.
In Afzal v East London Pizza Ltd t/a Dominos Pizza, the Employment Appeal Tribunal (EAT) held that an employee who was dismissed when he failed to produce evidence of his continuing right to work in the UK should have had the right to appeal.
With large-scale staff movements back in the news thanks to the proposed merger of Asda and Sainsbury's, what do employers need to consider when it comes to relocation? Luke Green from Hill Dickinson details some practical steps.
A former Sainsbury's employee was unfairly dismissed after an investigation into whether he had committed an act of gross misconduct was not approached with an open mind, an employment tribunal has found.
Consultant editor Darren Newman looks at a recent case in which the Court of Appeal had to consider if, in sharing information from a manager's desk diary, a trade union rep had acted outside the scope of trade union activities for the purposes of the automatically unfair dismissal protection afforded by s.152 of the Trade Union and Labour Relations (Consolidation) Act 1992.
In Morris v Metrolink RATP DEV Ltd, the Court of Appeal held that a trade union representative who retained confidential information related to a restructuring exercise was unfairly dismissed.
In 1978, in British Home Stores v Burchell, the Employment Appeal Tribunal outlined several factors that should be considered when deciding whether dismissal for misconduct was fair or unfair. On its 40th anniversary, Fieldfisher's James Medhurst discusses why the case remains relevant today.
Updated to include information on Kaur v Leeds Teaching Hospitals NHS Trust, in which the Court of Appeal gave guidance on the correct approach to "last straw" constructive dismissal cases.
In Mbubaegbu v Homerton University Hospital NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the summary dismissal of a surgeon was fair where the trust had relied on a pattern of conduct, but there had been no single act amounting to gross misconduct.
HR and legal information and guidance relating to dismissal.