Employment Rights Act 1996 s.98(4)

Being called “a bully” by staff is not proof that you bullied them, your employer still has to find out what they mean.

Serious allegations don’t excuse vague charges or refusing to let your companion speak.

Your employer can’t run a discrimination grievance separately from a live disciplinary.

Redundancy selection has to be based on objective criteria, not who your manager likes.

Being made redundant: what your employer has to get right

Redundancy is not something your employer can do however they like. Here is what the law requires before, during, and after the process.

If they sideline you first, a misconduct dismissal that follows may not be genuine

Your employer must rule out a medical explanation before assuming you are drunk

Ignoring your appeal against dismissal can make it unfair, even with good reason.

If your employer really believes you were dishonest, they have to say so to your face.

Your employer’s investigation has to be reasonable, not just their decision to dismiss.

You can only be dismissed for the charge actually put to you, not a different one.

What you say about your health can affect whether your sickness dismissal was fair.