The employment tribunal in this case increased the amount of compensation awarded to an unfairly dismissed employee because of his employer's failure to provide a written statement of terms and conditions of employment or to dismiss him in accordance with the Acas code of practice on disciplinary and grievance procedures.
The Employment Appeal Tribunal has held that, in the context of costs applications, it is unreasonable behaviour for a claimant to pursue an unfair dismissal claim purely for the purpose of obtaining a declaration that he or she was unfairly dismissed.
This case deals with a common issue in redundancy situations: the discounting of disability-related absences when scoring against a "sickness absence" criterion.
If a redundant employee unreasonably rejects an offer of suitable alternative employment, he or she will not be entitled to a statutory redundancy payment. This case is a short and clear example of the factors that a tribunal will weigh up when determining this issue.