In Morris v Metrolink RATP DEV Ltd, the Court of Appeal held that a trade union representative who retained confidential information related to a restructuring exercise was unfairly dismissed.
In Davies v Scottish Courts and Tribunals Service, an employment tribunal upheld the unfair dismissal and disability discrimination claims of a court officer whose menopausal symptoms led to an incident in which she thought her medication had contaminated a water jug.
In Mbubaegbu v Homerton University Hospital NHS Foundation Trust, the Employment Appeal Tribunal (EAT) held that the summary dismissal of a surgeon was fair where the trust had relied on a pattern of conduct, but there had been no single act amounting to gross misconduct.
A model letter to use in Northern Ireland to notify an employee of their provisional selection for redundancy. This letter complies with step one of the statutory dismissal and disciplinary procedure.
A model letter to use in Northern Ireland to confirm an employee's dismissal for redundancy following the consultation process and after you have held a meeting with the employee to discuss their provisional selection. This letter complies with the follow-up under step two of the statutory dismissal and disciplinary procedure.
A model letter to use in Northern Ireland to to invite an employee to a redundancy appeal hearing. This letter complies with step three of the statutory dismissal and disciplinary procedure.
A model letter to use in Northern Ireland to inform an employee of the outcome of a redundancy appeal hearing. This letter complies with the follow-up under step three of the statutory dismissal and disciplinary procedure.
A model letter to send to an employee who has failed, declined or refused to accept an offer of suitable alternative employment following notice of redundancy.