Updated to include information on Mbubaegbu v Homerton University Hospital NHS Foundation Trust, in which the EAT held that a summary dismissal was fair despite no single act of gross misconduct; and Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood, concerning the date when a notice period begins.
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.
In Reilly v Sandwell Metropolitan Borough Council, the Supreme Court held that a head teacher was fairly dismissed for failing to disclose her association with a convicted sex offender.
Consultant editor Darren Newman considers a recent case in which the Supreme Court judges seemed to cast doubt on the long-established approach to misconduct dismissals set out in Burchell.
The Employment Appeal Tribunal (EAT) has held that, on the particular facts, the employee's dismissal for 20 months' unauthorised absence was unfair.
The Employment Appeal Tribunal (EAT) has held that, in a conduct dismissal, an employer must establish that the reason or principal reason for the dismissal relates to conduct, and not that the conduct itself is culpable.
An employment tribunal has rejected the unfair dismissal claim of a long-serving employee with a clean disciplinary record who was dismissed over comments she made on Facebook about her employer.
Kirsti Laird is senior associate at Charles Russell Speechlys. She rounds up the latest rulings.
The Court of Appeal has held that the employer was not required to match each category of gross misconduct to each allegation and that how the conduct was eventually categorised was a matter for the decision-maker after all the evidence had been adduced.
Darren Newman talks listeners through British Home Stores Ltd v Burchell, one of the most significant cases in employment law.
HR and legal information and guidance relating to misconduct dismissals.