Employee-favourable
2026
If your contract points to an old agreement with a union or staff association, you can be entitled to redundancy terms set out in a document you have never seen, even years after it was signed.
Employee-favourable
2026
If a health condition was raised during a disciplinary or dismissal process, your employer was obliged to genuinely consider it. Following the steps of a policy is not the same as making a fair decision.
Employee-favourable
2026
If your employer presents a change to your role as open for discussion but the decision was already made beforehand, that is not real consultation. Tribunals look at what actually happened, not what the meeting was called.
Mixed
2026
You can be completely right about what your employer did wrong and still lose your claim, because discrimination claims usually have to be brought within three months, minus early conciliation time.
Employee-favourable
2026
Going unpaid for a sustained period can be a fundamental breach of your contract, entitling you to resign and claim constructive dismissal, and you can still recover the wages you were owed on top of that.
Employer-favourable
2026
A vacancy notice is not a promise of a fair hearing.
Employee-favourable
2026
If your employer leaves you unsupported and then blames or belittles you when things go wrong, that can be enough to resign and win a constructive dismissal claim. It's even clearer if they throw in comments about your age.
Employee-favourable
2026
What matters here isn't the label your employer puts on your dismissal. It's whether they investigated properly and gave you a real chance to respond first. Skip that, and the dismissal is very likely unfair, whatever they called it.
Employee-favourable
2026
If your employer threatens to report you to your professional regulator after you've raised a complaint, that can be unlawful victimisation.
Employee-favourable
2026
A protective award of up to 90 days' pay is what you're owed if your employer skips collective consultation before making 20 or more of you redundant at the same workplace within 90 days. That still applies even once the company has gone into administration.
Employee-favourable
2026
The label on your working arrangement does not determine your legal status. What matters is how the arrangement actually operates in practice.
Mixed
2025
An investigation that starts right after you raise a concern can be unlawful in its own right. That is true even if you are later fairly dismissed for genuine misconduct.
