Employee-favourable
2024
You do not need to prove your manager meant to discriminate against you for repeated comments about your accent to count as harassment.
Employer-favourable
2024
Being told your role is "at risk of redundancy" does not automatically mean the law treats it as a redundancy, especially if your contract already allows your employer to move or vary your role.
Employee-favourable
2023
Your employer needs a genuine, reasonable belief that your conduct was serious enough to justify dismissal. A policy label that happens to fit isn't enough on its own.
Employee-favourable
2023
A slow or superficial grievance investigation can itself help prove constructive dismissal, on top of whatever conduct you originally complained about.
Employee-favourable
2023
A redundancy pool of one survives scrutiny only if the reason for it was genuinely open to challenge during consultation, not decided beforehand or left undiscussed throughout.
Employee-favourable
2023
A single, clear conversation naming your condition, its effect on you, and how long it has lasted can be enough to prove your employer knew you were disabled. You don't need a diagnosis in hand first.
Employee-favourable
2022
Being on a permanent contract but only working part of the year does not mean your paid holiday is automatically reduced to match the proportion of the year you worked.
Employer-favourable
2021
A final written warning behind your dismissal is rarely reopened by a tribunal. The question is usually whether the dismissal itself was reasonable, not whether the warning was fair.
Employee-favourable
2021
Coping doesn't mean you're not disabled. The law asks what happens when your coping stops working, not just how you manage on a good day.
Employee-favourable
2021
If your employer disciplines or dismisses you without a proper process, and the timing lines up with a pregnancy or maternity leave, tribunals will take that timing seriously and can award the maximum penalty for it.
Employee-favourable
2021
Platform workers classified as independent contractors may be workers in law if the platform exercises significant control over how they work, regardless of what the contract says.
Employer-favourable
2021
The law treats enhanced adoption pay the same way it treats enhanced maternity pay: not extending it to shared parental leave usually isn't discrimination either.
