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.
In Taneja v Phoenix Whirlpools Ltd, an employment tribunal held that the employer had subjected a sales manager to harassment related to his race when the new sales director got his name wrong on four occasions during a "toxic" car journey.
In Groom v Maritime and Coastguard Agency, the Employment Appeal Tribunal (EAT) held that a volunteer coastal rescue officer was a worker when he attended activities that had the promise of remuneration.
We look at four employment tribunal cases where employees were dismissed for misconduct after what they claimed to be mistakes, some serious and some seemingly minor. The cases include two where the employees' conduct meant they were not awarded compensation, despite the dismissals being procedurally unfair.
In Wright-Turner v London Borough of Hammersmith and Fulham and another, the employment tribunal held that a senior council officer's dismissal while on sick leave, with no warning, fair procedure or opportunity to appeal, was unlawful disability discrimination.
In Secretary of State for Business and Trade v Mercer, the Supreme Court held that s.146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A) is incompatible with art.11 as it does not protect workers against detriment for participating in industrial action.
We look at four recent employment cases brought over the mishandling of flexible working requests, including two where the tribunal found the employee had been constructively dismissed.
In Miller v University of Bristol ET/1400780/22, the employment tribunal held that the professor's anti-Zionist beliefs are protected under the Equality Act 2010, and that his summary dismissal was an act of direct philosophical belief discrimination and unfair.
In Wilson v Financial Conduct Authority, the employment tribunal dismissed the senior manager's claim after finding that the FCA had carefully analysed her flexible working request and had identified genuine reasons for refusing it.
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