This case serves as a warning to employers always to calculate redundancy selection scores carefully, as mistakes can render a dismissal unfair even if they are identified only after the employee's appeal.
A dismissal where the reason (or the principal reason) is an employee's jury service will be automatically unfair, regardless of the employee's length of service, as this case demonstrates.
An employee's workplace prank can undermine the employer's trust and confidence in him or her, and warrant summary dismissal, as this case demonstrates.
In Pinto v Gloucestershire NHS Primary Care Trust EAT/0351/09, the EAT held that an employer acted reasonably in dismissing an employee for gross misconduct after she agreed that a final written warning should be set aside, and the allegations that led to it considered in a fresh disciplinary hearing, together with a number of new allegations of misconduct.
The employer in this case was determined to get rid of an employee who was off sick for 11 months after an accident at work for which it admitted liability, leading to a finding of unfair dismissal.
A manager's disastrous mishandling of an application for flexible working, from an employee who had returned from maternity leave, meant that she resigned and successfully claimed constructive dismissal.