Cases within S

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  S Futty v Brekkes (D & D) Ltd [1974] IRLR 130 IT (1 report relating to this case)

  • S Futty v Brekkes (D & D) Ltd

    Date:

    1 May 1974

    In S Futty v Brekkes (D & D) Ltd [1974] IRLR 130 IT, the Industrial Tribunal held that an off-the-cuff remark by a foreman to an employee that if he didn't like his job he could leave had its own particular meaning in the fish trade and could not be held to constitute a dismissal.

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  Safeway Stores plc v Burrell [1997] IRLR 200 EAT (1 report relating to this case)

  • Redundancy: New three-stage test for redundancy

    Date:

    15 April 1997

    In Safeway Stores plc v Burrell, the EAT rejects both the "contract test" and the "function test" for determining whether an employee was dismissed by reason of redundancy.

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  Saini v All Saints Haque Centre and others [2009] IRLR 74 EAT (1 report relating to this case)

  • Religious discrimination: Harassment based on third party's religion

    Date:

    15 December 2008

    In Saini v All Saints Haque Centre and others EAT/0227/08, the EAT held that, where a tribunal found on the facts that the employer had mistreated an employee in order to target his colleague on the grounds of the latter's religion, the tribunal erred in finding that the mistreatment was not unlawful because it was not based on the employee's own religion.

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  Sainsbury's Supermarkets Ltd v Hitt [2003] IRLR 23 CA (1 report relating to this case)

  • Unfair dismissal: "Band of reasonable responses" test applies to reasonableness of investigation into misconduct

    Date:

    7 March 2003

    In Sainsbury's Supermarkets Ltd v Hitt, the Court of Appeal emphasises that the "band of reasonable responses" test applies to the question of the reasonableness of an employer's investigations into alleged misconduct, as it does to other procedural and substantive aspects of the decision to dismiss.

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  Salford NHS Primary Care Trust v Smith EAT/0507/10 (1 report relating to this case)

  • Disability discrimination: EAT provides guidance on definition of reasonable adjustments

    Date:

    1 September 2011

    The Employment Appeal Tribunal has confirmed that a proposed adjustment will constitute a "reasonable adjustment" within the meaning of the Disability Discrimination Act 1995 only where it prevents the provision, criterion or practice that places the disabled person at a substantial disadvantage. 

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  Salford Royal NHS Foundation Trust v Roldan [2010] IRLR 721 CA (1 report relating to this case)

  • Unfair dismissal: Employer should have challenged evidence of accuser

    Date:

    11 August 2010

    In Salford Royal NHS Foundation Trust v Roldan [2010] EWCA Civ 522 CA, the Court of Appeal held that an employment tribunal was entitled to find a dismissal unfair where the reason for the dismissal included an allegation about a secondary incident that had not been particularised, and where there had been a failure to investigate a key dispute of fact between the accuser and accused.

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  Salim v London United Busways Ltd [2007] ET/2301053/07 (1 report relating to this case)

  • Case digest: Religion or belief discrimination

    Date:

    1 April 2008

    Sue Johnstone, editor of Equal Opportunities Review, provides a round-up of some of the remedies that employment tribunals have awarded in religion or belief discrimination cases.

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  Salinas v Bear Stearns International Holdings inc and another [2004] All ER (D) 296 (Oct) EAT (1 report relating to this case)

  • Points of procedure

    Date:

    10 June 2005

    A review of recent significant cases on practice and procedure in the employment tribunals, EAT and Court of Appeal.

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  Samuel Smith Old Brewery (Tadcaster) v Marshall and another EAT/0488/09 (1 report relating to this case)

  • Samuel Smith Old Brewery (Tadcaster) v Marshall and another

    Date:

    21 April 2010

    The Employment Appeal Tribunal has held that it will only rarely be unfair for an employer to proceed with a disciplinary hearing prior to holding a related grievance appeal hearing.

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  Sandhu and others v Gate Gourmet London Ltd [2009] IRLR 807 EAT (1 report relating to this case)

  • Industrial action: Gate Gourmet employees were fairly dismissed

    Date:

    8 September 2009

    In Sehmi v Gate Gourmet London Ltd; Sandhu and others v Gate Gourmet London Ltd EAT/0264/08 & EAT/0265/08, the EAT held that, while the withdrawal by an employee of his or her labour will not necessarily justify dismissal, in a situation where large numbers of employees deliberately absent themselves from work in a manner that is liable to do serious damage to the employer's business, dismissal of those taking part in the action will be reasonable, even where the absence is not prolonged.