In Rodgers v Leeds Laser Cutting Ltd, the Employment Appeal Tribunal upheld a tribunal's decision that the employee's dismissal for refusing to return to the workplace because of concerns about the pandemic was not automatically unfair for a health and safety reason.
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
In Chell v Tarmac Cement and Lime Ltd, the Court of Appeal held that the employer was not negligent or vicariously liable when an employee's practical joke caused an injury to a contractor.
We look at four employment tribunal cases in which the claimants argued that their employer's failure to make better use of the Coronavirus Job Retention Scheme rendered their dismissal unfair.
We round up four recent employment tribunal decisions where employers' actions have resulted in pregnancy and maternity discrimination claims and provide practical tips on how to reduce the risks of similar claims.
With coronavirus-related employment tribunal rulings now appearing regularly, we examine four early examples of first-instance decisions where an employer dismissed an employee who refused, or was reluctant, to attend work because of health and safety concerns during the COVID-19 pandemic.
In Kubilius v Kent Foods Ltd, an employment tribunal held that the delivery driver was fairly dismissed when he refused to wear a face mask at a client site.
In An Operations Coordinator v A Facilities Management Service Provider, the Workplace Relations Commission in Ireland found that a worker was constructively dismissed when she resigned after she raised concerns about safe working and her employer rejected her request to work remotely during the coronavirus pandemic.