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.
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.
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.
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 De Bank Haycocks v ADP RPO UK Ltd, the Employment Appeal Tribunal (EAT), overturned the tribunal's decision and held that the employee's dismissal for redundancy was unfair because there was an absence of meaningful consultation at the formative stage of the redundancy process.
In Alsnih v Al Quds Al-Arabi Publishing & Advertising, an employment tribunal held that the dismissal of an employee for refusing to use a work-related app on her personal phone was procedurally and substantively unfair.
In Charalambous v National Bank of Greece, the Employment Appeal Tribunal (EAT) held that the employee's dismissal was fair even though the manager who made the decision to dismiss had not attended the disciplinary hearings.