Misconduct dismissals

New and updated

• Type:

  Employment law cases

  Misconduct: Dismissal for anti-Zionism remarks was unfair, EAT holds

  In London Borough of Hammersmith and Fulham v Keable, the Employment Appeal Tribunal held that the dismissal of an employee for making remarks about Zionism during a conversation at a political rally, which was filmed and later posted on Twitter, was unfair.

• Date:

  19 November 2021

  Type:

  Commentary and insights

  COVID-related employment cases: 10 key lessons for employers

  Employment tribunals have been deciding coronavirus-related cases throughout 2021. We set out 10 key first-instance rulings related to the pandemic and highlight what lessons employers can learn from them.

• Date:

  16 November 2021

  Type:

  Podcasts and webinars

  Podcast: COVID-19 employment tribunal decisions

  How are employment tribunals approaching claims arising from the coronavirus pandemic? We explore the most important decisions handed down so far this year and discuss their practical implications for HR.

• Type:

  Employment law cases

  Unfair dismissal: Manager's approval of golf trip was gross misconduct

  In Thompson v Informatica Software Ltd, the Employment Appeal Tribunal held that the employee's dismissal for authorising the cost of a golf trip for a customer, in breach of the employer's anti-corruption policy, was fair.

• Type:

  Employment law cases

  Dismissal for social media misuse: Employment tribunal round-up

  We examine four employment tribunal decisions concerning the dismissal of employees for social media activities.

• Type:

  Employment law cases

  Unfair dismissal: Employee's covert recording was not gross misconduct

  In Northbay Pelagic Ltd v Anderson, the Employment Appeal Tribunal held that the employer's decision to dismiss an employee for installing a surveillance camera at work was unfair.

• Type:

  Employment law cases

  Coronavirus: Dismissal for refusing to wear face mask was fair

  In Kubilius v Kent Foods Ltd, an employment tribunal held that the delivery driver was fairly dismissed when he refused to wear a face mask at a client site.

• Type:

  Policies and procedures

  Checklist for having initial settlement discussion during disciplinary procedure

  A model checklist to use when holding an initial settlement discussion with an employee who is subject to a disciplinary offence.

• Type:

  Letters and forms

  Letter confirming terms of settlement offer following settlement discussions related to conduct

  A model letter to confirm the terms of a settlement offer following settlement discussions related to conduct.

• Type:

  Employment law cases

  Unfair dismissal: Dismissal due to trade union activities, not urinating publicly

  In Rawal v Royal Mail Group Ltd ET, an employment tribunal held that the principal reason for the employee's dismissal was his trade union activities, not because he had urinated in a public place.