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.
In Pinto v Gloucestershire NHS Primary Care Trust EAT/0351/09, the EAT held that an employer acted reasonably in dismissing an employee for gross misconduct after she agreed that a final written warning should be set aside, and the allegations that led to it considered in a fresh disciplinary hearing, together with a number of new allegations of misconduct.