Employee-favourable
2016
A complaint about your own working conditions should not be struck out early as incapable of being in the public interest; that question usually needs the full evidence.
Employee-favourable
2015
Losing IT access while off sick isn't the problem on its own. Being left in the dark about your pay and benefits while it happens can be.
Employee-favourable
2015
A complaint about your own working terms is not automatically outside whistleblowing protection, especially when it affects a group.
Employee-favourable
2015
HR can advise your employer on process and on keeping sanctions consistent during a disciplinary investigation. It shouldn't be shaping the findings on your guilt or credibility.
Employee-favourable
2015
Less favourable treatment that causes distress or upset counts as a detriment in discrimination law, even without any financial or tangible loss.
Mixed
2014
If you refuse to work because you believe there's a serious and imminent danger, what matters is what you personally knew and believed. Not what happened to a colleague doing the same thing.
Employee-favourable
2014
Where a genuinely suitable alternative vacancy exists during your protected leave, it's yours by right, not something you have to out-compete a colleague for.
Employee-favourable
2014
A connected series of messages can together be a protected disclosure, so keep raising the concern and tie the messages together.
Employer-favourable
2014
Your employer's duty to make reasonable adjustments only bites once they know, or reasonably should know, that you are disabled. Vague or shifting descriptions of your symptoms can mean a tribunal finds they never had enough to go on.
Employer-favourable
2013
A tribunal will not accept a secret recording just because you have it. Transcribe the part you rely on. Explain plainly why it matters. Skip either step, and it is likely to be refused.
Mixed
2013
When your employer is deciding whether to dismiss you for long-term sickness, what you say about your own condition carries as much weight as the medical report, and your employer has to weigh both against your length of service and the practical impact of your absence.
Employee-favourable
2013
If two respondents are both liable for the same discrimination, you can recover the full compensation award from either one of them. The tribunal doesn't split it between them.
