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- Type:
- How to
Updated to reflect that the relevant date for applications for exceptional assurance, for foreign nationals who are unable to leave the UK due to coronavirus, has been further extended to 30 June 2022.
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- Type:
- Employment law manual
Updated to reflect the increase in compensation limits in cases of unfair dismissal, effective from 6 April 2022.
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- Date:
- 2 November 2021
- Type:
- Law reports
We look at four employment tribunal cases in which the claimants argued that their employer's failure to make better use of the Coronavirus Job Retention Scheme rendered their dismissal unfair.
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- Date:
- 12 September 2021
- Type:
- Podcasts and webinars
We round up some of our most popular podcasts published this year.
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- Date:
- 16 March 2021
- Type:
- Podcasts and webinars
Employment lawyer Max Winthrop discusses the circumstances that may justify a some other substantial reason dismissal.
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- Date:
- 17 February 2020
- Type:
- Law reports
In Kirk v Citibank NA and others, an employment tribunal held that a senior banker who was dismissed following a redundancy process was subjected to direct age discrimination and unfairly dismissed.
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- Date:
- 3 September 2019
- Type:
- Podcasts and webinars
We discuss common issues associated with dismissal for long-term poor attendance recently highlighted in the EAT decision of Kelly v Royal Mail Group.
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- Date:
- 18 June 2019
- Type:
- Law reports
In Kelly v Royal Mail Group Ltd, the Employment Appeal Tribunal held that a long-serving employee's dismissal for frequent absences in accordance with the employer's attendance policy was harsh but fair.
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- Date:
- 18 October 2018
- Type:
- Law reports
In Hawkes v Ausin Group (UK) Ltd, the Employment Appeal Tribunal (EAT) held that the employer's failure to hold a meeting with a reservist employee, before making the decision to dismiss, did not make the dismissal for some other substantial reason unfair.
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- Date:
- 4 July 2018
- Type:
- Law reports
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.
