Sector focus
The employment tribunal has upheld a claim for discrimination arising from disability against an employer that withdrew a job offer when it discovered the extent of the claimant's previous long-term ill-health absences.
The Employment Appeal Tribunal (EAT) has held that the employee had no reasonable expectation of privacy in respect of inappropriate emails and photographs on his iPhone relating to a work colleague that affected the workplace.
The Employment Appeal Tribunal (EAT) has held that an employee was subjected to disciplinary proceedings because of her own inappropriate actions, and not because she was manifesting her Christian beliefs.
The Employment Appeal Tribunal (EAT) has held that both the claimant's former and prospective employers committed discrimination arising from disability when a negative verbal reference resulted in a job offer being withdrawn.
The Court of Appeal has held that an employer's failure to deal with antagonism towards a trade union member amounted to a detriment because of trade union activities.
In Adeshina v St George's University Hospitals NHS Foundation Trust [2015] IRLR 704 EAT, the EAT held that flaws in disciplinary proceedings leading to a dismissal were remedied by the appeal process, and that the dismissal was fair.
An employment tribunal has held that an NHS trust committed discrimination arising from disability and failed to make reasonable adjustments for an employee having cancer treatment who was required to undergo a competitive interview process during a redeployment exercise.
The Employment Appeal Tribunal has dismissed police officers' claims for indirect discrimination on the ground of age. Police forces, to make costs savings, applied the A19 rule in the Police Pensions Regulations 1987 to retire officers who had accrued a certain minimum pension entitlement that could be achieved only after 30 years' service.
The Northern Ireland Court of Appeal has held that there is no reason in principle why voluntary overtime should not be included in holiday pay, if it is normally carried out and is an "appropriately permanent feature" of the worker's remuneration.
An employment tribunal has held that an NHS trust unfairly dismissed an employee who was reported for coming to work smelling of alcohol, without further evidence that he was unfit for work.
HR and legal information, news and guidance relating to specific industry sectors.