In MacLean v Menzies Distribution Ltd, an employment tribunal found that the employer's public "dressing-down" of an employee via email entitled the employee to resign and successfully claim constructive dismissal.
Consultant editor Darren Newman looks at recent unfair dismissal cases, including Royal Mail Group Ltd v Jhuti, which concern the knowledge of the decision-maker and asks when the unreasonable conduct of another manager should be taken into account in deciding whether or not the decision to dismiss is fair.
In Uddin v London Borough of Ealing, the Employment Appeal Tribunal held that the investigating officer's failure to share a material fact with the decision-maker was relevant to the fairness of the dismissal.
In Kirk v Citibank NA and others, an employment tribunal held that a senior banker who was dismissed following a redundancy process was subjected to direct age discrimination and unfairly dismissed.
In Hall v Weightmans LLP, an employment tribunal found that the employee's dismissal for excessive internet use discovered during a disciplinary investigation was fair and that the appeal procedure followed was "textbook".
Our survey on redundancy and subsequent management of the process covers reasons for redundancy, selection criteria and levels of compensation provided.