The Court of Appeal has held that an employer’s use of the word ‘fraud’ as a label for alleged gross misconduct was an immaterial consideration as to whether the subsequent dismissal was fair.
The European Court of Justice has ruled that, whilst obesity is not of itself a ‘disability’, the effects of obesity on a worker’s life could be deemed a ‘disability’.
The Employment Appeal Tribunal has held that offensive tweets made by an employee on his personal Twitter account and which did not relate to the employer could be grounds for dismissal for gross misconduct.
The EAT has held that in circumstances where the employee had voluntarily resigned, an employer was entitled to deduct training fees from the employee’s final salary, even though this resulted in the employee receiving net pay less than the national minimum wage.
The High Court has rejected UNISON’s second challenge to the imposition of fees to issue claims in the employment tribunal. It found no evidence to support the claim that the fee regime has a prejudicial effect on protected groups (women in particular) or on workers generally.
The Employment Appeal Tribunal has held that a salesman was not entitled to claim for untaken annual leave on termination where he claimed he had not taken the leave because the employer said it would not be paid. He had been paid wages whilst at work during those periods and he had shown no evidence that he was prevented from taking the holiday.
The Court of Appeal has held that the Foreign and Commonwealth Office’s decision to withdraw a Commissioner from office amounted to breach of contract, but that the Commissioner’s subsequent development of clinical depression was not a foreseeable consequence of its decision. As such, it was not liable for losses the Commissioner suffered as a result.
The High Court has held that a non-executive director was not obliged to return all documents he had received during the course of his appointment which related to the company.
The Employment Appeal Tribunal considered the situation in which an employee is entitled to refuse to travel to work in bad weather.
The EAT has remitted a case to the tribunal to consider whether a mentally ill employee could be considered culpable for his actions which led to his summary dismissal for gross misconduct. It emphasised that the conduct must have been wilful and that the mitigating circumstances of the illness must be taken into account.
The EAT has held that an employer’s duty under the Maternity Leave Regulations to offer a woman on maternity leave a suitable alternative vacancy arises when the employer becomes aware that her role is redundant or potentially redundant. The failure to make such an offer renders the woman’s dismissal automatically unfair.
The Court of Appeal has upheld an injunction against an employee trying to walk away from a long notice period and non-compete restrictions. You may remember our coverage of this case when it was heard by the High Court in the summer.
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