This case demonstrates the importance of employers complying with the terms of contractual staff handbooks and dealing with grievance appeals properly.
The Court of Appeal has held that the employment tribunal was wrong to assess compensation for a banker who was unfairly dismissed and suffered race discrimination on the basis that he would be unlikely to find an equivalent job again.
The employer in this case just about got away with using secretly recorded CCTV footage to dismiss five employees who were caught urinating on company property on numerous occasions, in a two-to-one majority decision in the employment tribunal.
An adequate investigation and a fair system of warnings are key to the successful defence of an unfair dismissal claim related to misconduct, as this case shows.
The High Court has held that a college was liable to a former employee for negligent misstatement when, six years after his departure, it sent a derogatory email to his new employer that led to his dismissal.
In this unusual case, an employee was dismissed and offered reinstatement on appeal, before purportedly resigning due to the terms of the reinstatement.