Automatically unfair dismissal

New and updated

• Type:

  Employment law guide

  Automatic unfair dismissal

  Updated to reflect the increase in compensation limits in cases of unfair dismissal, effective from 6 April 2024.

• Date:

  17 January 2023

  Type:

  Podcasts and webinars

  Podcast: Key employment cases of 2022/2023

  We reflect on the key decisions from last year and look forward to the case law trends likely to emerge in 2023. These include cases on: gender identity, holiday pay, coronavirus-related health and safety cases, industrial action, and dismissal and re-engagement.

• Type:

  Employment law cases

  Pregnancy and maternity discrimination: Employment tribunal round-up

  We look at five recent cases in which employers have been found to have discriminated against employees who were pregnant or on maternity leave.

• Type:

  Employment law cases

  Coronavirus: Dismissal for refusing to attend workplace not automatically unfair

  In Rodgers v Leeds Laser Cutting Ltd, the Employment Appeal Tribunal upheld a tribunal's decision that the employee's dismissal for refusing to return to the workplace because of concerns about the pandemic was not automatically unfair for a health and safety reason.

• Type:

  Employment law cases

  Difficult pregnancies and pregnancy loss: Employment tribunal round-up

  We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.

• Date:

  25 January 2022

  Type:

  Podcasts and webinars

  Podcast: Key 2022 employment cases

  We highlight key cases due to be decided in 2022 and discuss their impact on HR. These include cases on: vicarious liability, holiday pay, agency workers, compulsory retirement ages, and coronavirus-related health and safety cases. We will also be reflecting on the key decisions from last year and look forward to the case law trends likely to emerge this year.

• Type:

  Employment law cases

  Pregnancy discrimination: "Egregious acts" permitted 25% Acas uplift to awards

  In Slade and another v Biggs and others, the Employment Appeal Tribunal held that the tribunal had been entitled to apply the 25% Acas uplift to the awards for aggravated damages and injury to feelings, given its findings of serious pregnancy discrimination.

• 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 guide

  Employment implications of health and safety laws

  Revised to provide a more accessible overview for employers and HR professionals.