Greggs boss wins scone gift case. Miss Hamilton was accused of stealing, suspended and told either to take a demotion or resign. However, an employment tribunal agreed with the 46-year-old’s account that she had taken payment for the scones.
Woman who had termination after being demoted to waitress wins sexual discrimination. The restaurant manager told a tribunal how she had an abortion when she was demoted to a waitress after telling bosses she was pregnant.
In the case of Wincanton plc v Atkinson and another, the Employment Appeal Tribunal (EAT) has overturned a decision that an employer had unfairly dismissed two lorry drivers who had mistakenly allowed their ADR licences to expire.
Employee records often contain significant amounts of sensitive personal data, including payroll information, sickness absence records, disciplinary documentation and recruitment records. As businesses grow, employee information can easily become spread across emails, cloud systems, manager notes and messaging platforms, increasing the risk of inconsistent handling and GDPR breaches. This article explains the key employee data protection risks SMEs should consider and why clear HR processes, secure storage and consistent record keeping are essential for reducing compliance and employee relations risks.
Record Disability Discrimination Payout for Welsh firm Jewson, Jonathan Jones had been employed by Jewson for 22 years as a branch manager when he suffered a stroke and was dismissed due to ill health.
Wrexham Drivers Awarded £60,000 for Unfair Dismissal, the case hinged on the Transfer of Undertakings (Protection of Employment) regulations.
The Employment Appeal Tribunal has handed down its decision that the true construction of the meaning of the words used by an employer in a letter of dismissal in which it paid monies to an employee as an ‘ex gratia payment’ was a question of law.
Overturning a tribunal’s finding of unfair dismissal, the EAT has held that an employer had properly decided on the basis of the evidence available to it, which included a report from occupational health and a clinical psychologist, that an employee was not fit to return to his stressful managerial role. His dismissal for ‘capability’ (or rather the lack of it) was fair. The EAT reiterated that the decision to dismiss an employee is a managerial one and not a medical one. An employer should make its own assessment of the risk to an employee’s health from returning to work.
Barmaid dismissed by text message whilst on maternity leave wins £8,500, she was not given notice and had not been given a contract of employment.
This recent High Court decision sends a cautionary message to employers who engage in any communications, not limited to references, which may have a financial impact on former employees.
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