Employer-favourable
2021
Repeated unexplained rejections aren't proof of race discrimination by themselves. You need facts that specifically point towards your protected characteristic as the reason, before the burden shifts to your employer to explain itself.
Employee-favourable
2021
An employer can only justify a health-related dismissal, or a refusal to make reasonable adjustments, using the medical evidence that existed at the time it made the decision.
Mixed
2020
Refusing to hear a genuine grievance is not just poor process. It can amount to a breach of your employment contract.
Employee-favourable
2020
A grievance being rejected doesn't end your reasonable adjustments case, if your disability is connected to what happened.
Mixed
2020
A dismissive or misleading response to your protected disclosure can count as a detriment, even without financial harm.
Employer-favourable
2019
Suspension isn't automatically unlawful just because it happens. Whether it breaches your contract comes down to whether your employer had reasonable and proper cause, on the specific facts of your situation.
Employee-favourable
2019
A secret recording will not sink your unfair dismissal claim or your compensation on its own. A tribunal weighs why you made it and what is on it before deciding how much it should count.
Employer-favourable
2019
Getting less for shared parental leave than a colleague gets for maternity leave usually isn't discrimination, because the two forms of leave aren't treated as legally comparable.
Employee-favourable
2019
Your employer must actually investigate a grievance that raises discrimination.
Employee-favourable
2019
Disability under the Equality Act 2010 requires only a substantial adverse effect on day-to-day activities. Substantial means more than minor or trivial, not severe or permanent.
Employee-favourable
2019
Secretly recording a meeting at work is generally seen as some misconduct, but it isn't automatically gross misconduct, and it won't necessarily wreck an otherwise strong unfair dismissal claim.
Employer-favourable
2019
A thin, bare-conclusion occupational health report carries less weight than a detailed one, so if your employer’s decision rests on a weak OH assessment, you can ask what questions OH was actually asked and whether the report properly engages with your situation.
