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- Date:
- 1 February 1991
- Type:
- Employment law cases
In Robb v London Borough of Hammersmith and Fulham [1991] IRLR 72 HC, the High Court granted an interlocutory injunction restraining the council from giving effect to the purported summary dismissal of its director of finance on disciplinary grounds - and requiring it to treat him as suspended on full pay - unless and until it had properly complied with the disciplinary procedure incorporated into his contract of employment.
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- Date:
- 25 January 1991
- Type:
- Employment law cases
In the first Wages Act case to come before the Court of Appeal - Delaney v Staples t/a De Montfort Recruitment - the Court rules that a payment in lieu of notice is not "wages" and so cannot be the subject of a complaint under the Act.
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- Date:
- 5 October 1990
- Type:
- Employment law cases
An industrial tribunal was entitled to exercise its discretion to extend the time limit for unfair dismissal applications from redundant employees, who mistakenly believed that work would "pick up"; and they would be re-employed, until two weeks after the employer's business closed down.
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- Date:
- 6 July 1990
- Type:
- Employment law cases
If an employer cannot determine which individual(s), out of a group of possible culprits, are guilty of dishonesty, it may decide to dismiss them all. In Parr v Whitbread plc t/a Threshers Wine Merchants, the EAT holds that such dismissals may be fair, as long as certain criteria are met.
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- Date:
- 19 June 1990
- Type:
- Employment law cases
The High Court's decision in Micklefield v SAC Technology Ltd illustrates how employees' rights under employee share option schemes can be affected by the termination of their employment.
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- Date:
- 6 June 1990
- Type:
- Employment law cases
Where an employee is wrongfully dismissed, any outstanding contractual obligations of the injured employee are extinguished upon the ending of the employment contract, holds the High Court in Briggs v Oates.
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- Date:
- 9 May 1990
- Type:
- Employment law cases
The doctrine of frustration should be severely limited in its scope when applied to employment contracts says the EAT in Williams v Watsons Luxury Coaches Ltd.
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- Date:
- 9 May 1990
- Type:
- Employment law cases
In Catherine Haigh Harlequin Hair Design v Seed the EAT holds that in order for an employee to be able to complain that the written reasons for dismissal given to her by her employer were "inadequate or untrue", those reasons must have been furnished in response to a specific request from the employee in question.
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- Date:
- 1 May 1990
- Type:
- Employment law cases
In Prestwick Circuits Ltd v McAndrew [1990] IRLR 191 CS, the Court of Session held that the implied right to order a transfer from one place of employment to another must be subject to the implied qualification that reasonable notice must be given in all the circumstances of the case.
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- Date:
- 21 November 1989
- Type:
- Employment law cases
It was not unfair for a local education authority to dismiss three lecturers for redundancy without reference to their college's governors, even though their lecturers' contracts of employment contemplated that the governors would decide whether to dismiss.