A manager's disastrous mishandling of an application for flexible working, from an employee who had returned from maternity leave, meant that she resigned and successfully claimed constructive dismissal.
This case is a useful example for employers of how to carry out a disciplinary investigation and hearing into a violent incident, when the alleged victim or witnesses might feel intimidated.
Practical guidance on deciding which employees to include in a redundancy pool as part of a redundancy selection process, including when to consider "bumping".
The interesting issue for the employment tribunal to decide in this case was whether an employee who got into an argument with her employer resigned or was dismissed.
A 62-year-old worker who was made redundant was awarded over £27,000 for age discrimination and unfair dismissal, in a stark warning for employers that allow their redundancy selection procedure to be tainted by age bias.