The Court of Appeal has upheld a decision that OFCOM was entitled, in dismissing an employee, to rely on an official disclosure that he presented a risk to children and consider the potential reputational damage if the allegations against him were true.
Georgina Kyriacou and David Malamatenios are partners and Sandra Martins, Colin Makin and Krishna Santra are associates at Colman Coyle Solicitors. They round up the latest rulings.
The Employment Appeal Tribunal has affirmed the employment tribunal's decision that an employee who was unfairly dismissed because the employer believed his prison sentence frustrated his contract of employment was guilty of contributory conduct.
A Northern Ireland industrial tribunal has provided a useful example for employers of circumstances in which it can be fair to dismiss an employee for offensive comments made about a work colleague on Facebook.
A Court of Appeal judge has taken the unusual step of criticising employers that are too quick to suspend employees accused of wrongdoing, after an NHS trust suspended and reported to the police two long-serving nurses who were accused of using inappropriate methods to restrain a violent patient.
This case is a good example of how the dismissal of an employee for a failure to follow an important protocol or rule can be unfair where the protocol or rule was not communicated effectively in the first place.
A store manager for this large retailer took the wrong approach to a shift worker who insisted that she was not able to work on Christmas Eve, in a cautionary tale for employers that have strict rules requiring employees to work during the Christmas period.
This employment tribunal found that a police force fairly dismissed a police community support officer (PCSO) over the unexplained disappearance of £15, despite the circumstantial nature of the evidence against her.
In this case, a small employer had to deal with a familiar problem for employers: what to do if employees' behaviour becomes unprofessional because they have fallen out with each other.
The employer in this case took an extremely heavy-handed and, at times, frankly bizarre, approach to allegations that an employee "fraudulently" took one day's sick leave after he claimed that he had been stabbed in the finger by a syringe when sorting post.