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End of employment

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  • Date:
    1 February 1994
    Type:
    Employment law cases

    Hellyer Brothers Ltd v Atkinson and Dickinson

    In Hellyer Brothers Ltd v Atkinson and Dickinson [1994] IRLR 88 CA, the Court of Appeal held that, because of the peculiarities of the crew agreement system, the employees could not claim redundancy payments because of gaps in their continuous employment.

  • Date:
    15 December 1993
    Type:
    Employment law cases

    Unfair dismissal remedies: Not practicable to re-engage Tilbury shop stewards

    When deciding whether to order the re-employment of an unfairly dismissed employee, an industrial tribunal only has to make a "provisional" determination or assessment on the practicability of the employer complying with such an order, holds the Court of Appeal in Port of London Authority v Payne and others.

  • Date:
    1 March 1993
    Type:
    Employment law cases

    Contracts of employment: Employer's attempt to withdraw enhanced redundancy scheme fails

    An employer had no right to withdraw unilaterally its employees' contractual entitlement to enhanced redundancy payments, holds the High Court in Lee and others v GEC Plessey Telecommunications.

  • Date:
    15 February 1993
    Type:
    Employment law cases

    Judicial review: Pit closures without use of review procedure were unlawful

    British Coal had a statutory obligation to use a review procedure agreed with the trade unions in relation to proposed pit closures, holds the High Court in R v British Coal Corporation and Secretary of State for Trade and Industry ex parte Vardy and others.

  • Date:
    1 October 1992
    Type:
    Employment law cases

    Frames Snooker Centre v Boyce

    In Frames Snooker Centre v Boyce [1992] IRLR 472 EAT, the EAT held that where any one of a group of employees could have committed a particular offence meriting dismissal, the fact that one or more of them was not dismissed does not make the dismissals of the remainder unfair if the employer is able to show that it had "solid and sensible grounds", which do not have to be related to the relevant offence, for differentiating between members of the group.

  • Date:
    1 June 1992
    Type:
    Employment law cases

    De Grasse v Stockwell Tools Ltd

    In De Grasse v Stockwell Tools Ltd [1992] IRLR 269 EAT, the EAT held that the Industrial Tribunal had erred in holding that the appellant employee's dismissal on grounds of redundancy was fair, notwithstanding that there had been no prior consultation or warning.

  • Date:
    1 May 1992
    Type:
    Employment law cases

    Dismissal: Special circumstances should delay acceptance of resignation

    In Kwik-Fit (GB) Ltd v Lineham the EAT holds that an industrial tribunal was entitled to find that an employee who resigned in the heat of the moment was dismissed unfairly.

  • Date:
    14 April 1992
    Type:
    Employment law cases

    Allsop v North Tyneside Metropolitan Borough Council

    In Allsop v North Tyneside Metropolitan Borough Council [1992] 90 LGR 462 CA, the Court of Appeal held that payments made to employees by a local authority as compensation for redundancy under a voluntary severance scheme were unlawful as they exceeded the prescribed limits.

  • Date:
    1 April 1992
    Type:
    Employment law cases

    Wages Act: Pay in lieu of notice not covered by Wages Act

    In Delaney v Staples t/a De Montfort Recruitment, the House of Lords holds that a payment in lieu of notice, paid by an employer when terminating employment without notice, is not "wages"; and so cannot be the subject of a complaint to an industrial tribunal under the Wages Act 1986.

  • Date:
    22 March 1991
    Type:
    Employment law cases

    Contracts of employment: Wrongful dismissal damages not reduced by UD award

    The Court of Appeal holds in O'Laoire v Jackel International Ltd that, unless it can be shown that an employee will recover twice for the same loss, damages for wrongful dismissal should not be reduced by the amount of compensation awarded by a tribunal in respect of unfair dismissal.