Employment Law News
Very often, the first an employer will know of a claim against it is when the claim form from the ET is served on it.
The next case serves as a reminder that merely stating that an act is gross misconduct does not necessarily make it so.
The following ruling of the Supreme Court illustrates the dangers when non-decision makers interfere in disciplinary proceedings.
When a case of unfair dismissal comes before a tribunal, the tribunal must not substitute their own view of the proper conclusion to be drawn from the information in front of the employer but look only at whether the employer’s decision was within the range of reasonable responses available to an employer.
An employee has succeeded in her claim for constructive unfair dismissal after her employer’s refusal to allow her to be accompanied by her preferred companion at a disciplinary hearing contributed to a breakdown of trust and confidence in the employment relationship.