The Employment Appeal Tribunal in Walsh v Network Rail Infrastructure Ltd recently held that the Tribunal had made an error in its finding that an employee had agreed to extend the decision period when he agreed to attend an appeal after the expiry of the decision period.
Employees who consider they have been paid incorrectly in respect of their notice pay, can pursue a claim for wrongful dismissal in the Employment Tribunal. Please note, the claim must be lodged with Acas within 3 months less one day of you receiving the incorrect pay.
We have all heard the expression “the customer is always right” and for many companies this lies at the cornerstone of their business. However, in the recent case of Mr G Hardy v Topps Tiles plc , the employment tribunal concluded that the employer took this approach too far …
Was an employee unfairly dismissed when his employer failed to inform him of the specific allegation that led to his dismissal?
This was the question that the Employment Appeal Tribunal considered in the case of London Borough of Hammersmith and Fulham v Keable where the employer appealed against a Tribunal’s decision that it had unfairly dismissed an employee for making controversial remarks that were published on social media
Whether you are pursuing or defending a claim in the Employment Tribunal, it is extremely important that you follow the Case Management Order set by the Tribunal. The Case Management Order is the timetable for the parties to prepare and exchange documents in preparation for the final hearing.
Just when we were starting to believe that Covid was a thing of the past another new variant emerges hitting the headlines and causing concern for all just as we enter the festive period. The Scottish government has indicated that employers should consider long term hybrid working models ..
Many employees understand that their employer will be able to monitor them at work in order to establish whether the employee is right for the role and is complying with the employer’s policies and procedures and to provide any training to the employee to help them in their role.
A preliminary hearing is an interim hearing that takes place before the final hearing of a claim in the Employment Tribunal. It usually occurs early in the proceedings and may be called by the tribunal of its own motion or on the application of one of the parties.
As an employer you will have occasions when you will receive a fit note from an employee’s GP setting out that they are not fit for work for a period of time. But what happens if an employee wants to voluntarily return to work before the end of their fit note?
In Stott v Ralli Ltd, the Employment Appeal Tribunal (EAT) recently considered whether an employment tribunal had made an error when it held that an employer’s decision to dismiss an employee on the basis of her poor performance was not an act of discrimination arising from the employee’s disability
