This case serves as a warning to employers always to calculate redundancy selection scores carefully, as mistakes can render a dismissal unfair even if they are identified only after the employee's appeal.
A dismissal where the reason (or the principal reason) is an employee's jury service will be automatically unfair, regardless of the employee's length of service, as this case demonstrates.
An employee's workplace prank can undermine the employer's trust and confidence in him or her, and warrant summary dismissal, as this case demonstrates.
A model letter when your redundancy consultation and selection procedure has closed to inform employees no longer at risk of redundancy that their jobs will remain.