In Ogden v Booker Ltd, an employment tribunal held that the employee's dismissal for gross misconduct was unfair due to procedural flaws and a toxic workplace culture that lacked managerial enforcement of dignity at work standards.
In De Bank Haycocks v ADP RPO UK, the Court of Appeal restored the tribunal's decision that the redundancy dismissal was fair and held that "general workforce consultation" is not necessary where the collective consultation requirements do not apply.
In James and another v London and Quadrant Housing Trust, an employment tribunal upheld the race discrimination claims of two housing managers after finding that they had not been selected for two senior roles because of the trust's unconscious bias.
In Tesco Stores Ltd v Union of Shop, Distributive and Allied Workers and others, the Supreme Court held that there was an implied term in the employment contracts that prevented Tesco from exercising its right to terminate them for the sole purpose of removing the entitlement to enhanced pay.
In Thandi and others v Next Retail Ltd and another, an employment tribunal upheld the equal pay claims of retail consultants based in Next stores who undertook work of equal value to the retailer's warehouse operatives, but received less basic pay.
In Johnston v Department of Finance, an industrial tribunal in Northern Ireland found that an employer's refusal to provide an alternative "word-light" numeracy test for a dyslexic candidate, was a failure to make reasonable adjustments.
We look at four employment law cases where the employee was successful and the tribunal ordered the employer to pay substantial compensation in three of them.
In Valimulla v Al-Khair Foundation, the Employment Appeal Tribunal (EAT) held that a redundancy dismissal was unfair because consultation took place after the decision had already been made to have a redundancy pool of one.
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