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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 2021.
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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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- Type:
- How to
Updated to reflect government guidance on the position of foreign nationals whose visa expires but who have been unable to leave the UK due to coronavirus.
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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.
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- Date:
- 1 June 2017
- Type:
- Law reports
Chris Cook is partner and Keely Rushmore senior associate at SA Law. They round up the latest rulings.
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- Date:
- 24 October 2016
- Type:
- Law reports
In Phoenix House Ltd v Stockman and another [2016] IRLR 848 EAT, the EAT held that, while the "Acas code of practice on disciplinary and grievance procedures" did have some application to elements of a "some other substantial reason" dismissal, it was not appropriate to apply the uplift in compensation for unfair dismissal in such a case.
