An employee with long COVID symptoms was ‘disabled’ for the purposes of the Equality Act 2010.
A complete lack of any consultation or selection process, allied to notifying staff of redundancies via a Facebook post, led to unfair dismissal.
An employee dismissed for leaving work and refusing to return because of COVID-19-related concerns was not automatically unfairly dismissed.
With almost all COVID-19 restrictions lifted or about to be lifted, we look at how employers should approach the return to the office.
The Statutory Sick Pay Rebate Scheme closes for COVID-19-related absences after 17 March 2022.
The dismissal of a care home employee for refusing to be vaccinated against COVID-19 was fair.
The dismissal of an employee was automatically unfair because she had made protected disclosures (whistleblowing) relating to her employer’s lax and inadequate implementation of their own COVID-19 protocols at her workplace during the early part of the pandemic.
An employee was unfairly dismissed after raising health and safety concerns about working during lockdown.
The Department of Health and Social Care has updated its advice for pregnant employees in light of the COVID-19 pandemic.
An employee’s fear of catching COVID-19 did not amount to a protected philosophical belief under the Equality Act.
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