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
2012
A blanket companion policy can itself be discriminatory if it leaves a disabled employee without the support they need. Your employer has to look at what you actually need, not just apply the same rule to everyone regardless of disability.
Employee-favourable
2012
Being the only person in your redundancy pool isn't automatically unfair, but your employer's reason for keeping the pool that narrow has to genuinely hold up, not just sound plausible.
Employer-favourable
2011
A serious possible outcome, like being barred from your profession, does not by itself give you a right to legal representation at an internal disciplinary; what counts is whether that hearing effectively decides the later barring question.
Employee-favourable
2011
If the way you actually work doesn't match your contract, a tribunal can look past the paperwork and decide your rights based on what really happens.
Employee-favourable
2011
A duty of trust and confidence can protect you even before you start a new job, from the moment you have signed an agreement to join.
Employee-favourable
2011
An adjustment does not need a guaranteed, or even a strong, chance of removing your disadvantage to count as reasonable under the law. A lesser prospect can be enough.
Employee-favourable
2010
If your employer's investigation clears you of serious wrongdoing, they cannot still push ahead with a formal hearing on the strength of the same findings.
Employer-favourable
2010
When the people abusing you are not your colleagues, your claim against your employer turns on what your employer itself did or failed to do about it, not on how hostile the environment was.
Employee-favourable
2010
You can only be fairly dismissed for dishonesty if your employer actually accuses you of it, in plain words, before the decision is made.
Mixed
2010
If you're made redundant during maternity leave and a suitable role exists, your employer must offer it to you outright, not just invite you to apply.
Employer-favourable
2010
What you or your employer say during genuine settlement negotiations is protected from later use in a tribunal, even in a discrimination claim, unless it amounts to something as serious as fraud or blackmail.
