The employment tribunal in this case concluded that it was open to an NHS trust to decide not to renew a consultant anaesthetist's fixed-term contract because it had recruited a number of permanent anaesthetists to take on the work.
The employment tribunal in this case concluded that it was not unfair for a university to decide against renewing an associate tutor's fixed-term contract because the work that he had been doing was taken over by permanent staff.
David Malamatenios is a partner and Colin Makin, Linda Quinn, Krishna Santra and Sandra Martins are associates at Colman Coyle Solicitors. They round up the latest rulings.
The Employment Appeal Tribunal has upheld the employment tribunal decision that a manager was unfairly dismissed for behaving in an "over-authoritarian manner" because he was not warned that a possible consequence of continuing to act in this way was dismissal.
This employment tribunal case arose from a situation in which the employer felt that it had no option but to dismiss a foreign worker who lost her right to work in the UK.
This private security contractor, which needed most employees by law to hold a security licence, fairly dismissed an employee who did not have the required documentation.
This tribunal decision provides another reminder to employers after Unison v London Borough of Barnet and another ET/3302128/2012 of the information on agency workers that they are required to produce during redundancy consultation.
This week's case of the week, provided by DLA Piper, concerns a school assistant who claimed that she was dismissed for whistleblowing after she went to the press over her treatment for telling parents that their child had been bullied.
The employer in this tribunal case had to deal with the common scenario of a transferred employee taking exception to being required to stick more strictly to contractual working hours.