An employer was liable to pay the level of income protection payments set out in an offer letter and summary of benefits provided by the employee’s original employer prior to a TUPE transfer, even though those benefits were no longer covered under the employer’s insurance policy.
Employment Law Cases
A tribunal did not need to ‘look behind’ a final written warning to consider its fairness.
An email between an employer and its HR consultant was protected by litigation privilege despite indicating a pre-determined decision to dismiss.
Where a dismissal is because of an irretrievable breakdown in the employer/employee relationship, the failure to offer/carry out an appeal post-dismissal will not always render a dismissal unfair.
It was not a reasonable adjustment to continue to pay an employee their previous higher rate of pay after being moved to a lower-paid role because of their disability.
The dismissal of an employee for redundancy, despite the existence of the furlough scheme, did not make his dismissal unfair.
In deciding whether an entitlement to a redundancy payment is lost by the refusal of an offer of suitable alternative work, it’s important to consider the practical effects of any differences between the old role and the new role.
An employee made redundant in the early months of the COVID-19 pandemic was unfairly dismissed because her employer hadn’t considered furloughing her.
Up to date medical evidence is vital when defending the fairness of an ill-health capability dismissal, although only if it’s obtained before a dismissal.
An employee was fairly dismissed for some other substantial reason when he was charged with a criminal offence but never prosecuted.
The burden of proof remains on a claimant in a discrimination case to prove, on the balance of probabilities, facts from which (absent any other explanation) a tribunal could infer that an unlawful act of discrimination had taken place. The change in wording to the balance of proof provisions in the Equality Act 2010 did not introduce a substantive change to the law.
A ban on workers wearing any visible sign of political, philosophical or religious belief in the workplace does not amount to direct discrimination under EU law, provided that such a rule is applied in a general and unconditional way.
The dismissal of an employee who remained abroad at the start of the pandemic was automatically unfair on health and safety grounds.
Departing from previous authority, the EAT has held that a constructive dismissal can amount to harassment under the Equality Act.
Because a whistleblower’s behaviour after he’d blown the whistle was separate and distinct from his act of whistleblowing, his subsequent dismissal was not automatically unfair.
Tribunals must accept as fact that women still bear the primary burden of childcare responsibilities and this hinders their ability to work certain hours.
Riders for Deliveroo are not ‘workers’ and not in an ‘employment relationship’ for the purposes of European law such as to enable them to seek compulsory union recognition.
The dismissal of an employee who’d expressed concerns about commuting during COVID-19 and who asked to be furloughed was not automatically unfair.
An employee was unfairly dismissed for raising health and safety issues about lack of PPE and other workplace COVID-secure measures.
The power to grant an interim relief order is not available in discrimination claims.
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