The employer in this case fairly dismissed an employee who lost his driving licence, even though there was not an express requirement in his contract of employment that he be able to drive.
Practical guidance on dealing with an employee whose continued employment in their role would contravene the law, for example because of a driving ban.
An employee was fairly dismissed when he lost his driving licence, holds the EAT in John Liddington Ltd v Blackett, given that his job involved substantial travelling and the employer had concluded, after careful consideration of alternative arrangements, that the job could not be done properly without a car.