The law on redundancy can seem complex and demanding to an employer. When making staff redundant, employers need to ensure that they follow a fair process that recognizes an employee’s rights while also seeking to achieve the organization’s goals in making the redundancy in the first place (e.g. saving cost). Throughout the redundancy process, the employer
The law on redundancy can seem complex and demanding to an employer. When making staff redundant, employers need to ensure that they follow a fair process that recognizes an employee’s rights while also seeking to achieve the organization’s goals in making the redundancy in the first place (e.g. saving cost). Throughout the redundancy process, the employer
An employee at Lean Education and Development (LED) training firm won £11,885.62 for her unfair dismissal claim after she was accused of making deliberate mistakes to financially ruin her employer. Tracie Shearwood worked for LED for several years and after numerous promotions she held the role of head of compliance. In April 2018, her managing
The Employment Tribunal has ruled that a former employee was subjected to direct race discrimination after a client demanded that only “white female croupiers” deal for him. The case involved Ms Semhar Tesfagiorgis, who worked for Crown London Aspinalls for over 13 years. The casino’s patrons were wealthy individuals and the respondent kept records of
The case involved Oxford Said Business School v Heslop. Heslop had made protected disclosures to her manager concerning the lawfulness of the school’s actions in a procurement process, and potential over-charging and breach of contract in relation to a key client. The manager felt that the allegations were misconceived. Shortly after making those disclosures, Heslop
A university lecturer has lost her appeal against a decision that her employer was entitled to dismiss her before the end of her probationary period. Korthals Altes began working for the University of Essex in 2017. Her contract provided for a three-year probation period, at the end of which she was entitled to apply for
When an employer is faced with an employment tribunal claim, the first reaction is to defend the claim as many employers feel personally attacked, and will not want to reward an ex-employee for what the employer sees as undeserved. However, before making the decision as to whether or not to fight a claim, it is