In the recent case of Accattatis v Fortuna Group (London) Ltd, an Employment Tribunal ruled that it was not unfair to dismiss an employee who raised concerns about commuting during lockdown..
The crux of the matter was that the employee was dismissed for gross misconduct because the Employer became aware that he was visiting his local social club whilst off sick. The Employment Tribunal held that the decision to dismiss him was unfair for the reasons set out below.
Employee unfairly dismissed for raising concerns about Covid safety in the workplace. The Employment Tribunal in Gibson v Lothian Leisure has determined that an employee was unfairly dismissed for raising health and safety concerns regarding the employer’s Covid measures.
An Employment Tribunal in the case of Khatun v Winn Solicitors Limited has recently decided that an employee was unfairly dismissed for refusing to agree to certain changes to her contract of employment which the employer said were required because of the COVID-19 pandemic.
Recently my colleagues and I, have received enquires where an employee has been dismissed for gross misconduct, where we did not consider the employee should have been dismissed for this reason.
In a recent case decide by the Employment Tribunal it was decided that an employee had not been unfairly dismissed for leaving the workplace due to his safety concerns about covid.
Employers often use suspension as part of a process of undertaking an investigation into misconduct, complaints or allegations against an employee. If the complaints are considered sufficiently serious, it may be necessary to stop the employee from working whilst the matter is investigated.
Communicating via WhatsApp messages in the workplace is becoming a popular way for colleagues to communicate with each other, this can however lead to problems in the workplace and put employers at risk of legal claims…
Answers to some of the frequently asked questions we receive about notice periods and redundancy at a time when many employers are having to reduce staff …
When it comes to working out redundancy pay it is not always straightforward and some employers struggle to get it right. What you need to include in your calculation will depend on the way in which the employee works and is paid for that work .
