Employee-favourable
2025
An accusation of "bullying" has to be backed by specific examples your employer actually investigates, not just a label staff have used.
Something about who's deciding your case doesn't feel right. You're allowed to question that. This guide explains what counts as a genuine conflict of interest or a decision made too early, and how to raise it, whether you're mid-process or appealing afterwards.
Employee-favourable
2025
If a disability plays a part in something you are accused of at work, your employer must actually consider that connection before disciplining you. It must also look at less punishing options first.
Employee-favourable
2026
A dismissal can still be unfair even when your employer is genuinely convinced you did something wrong.
Employee-favourable
2026
An undisclosed personal connection between the person deciding your outcome and a witness or complainant can make the process unfair on its own, whatever the underlying allegation was.
Being invited to a disciplinary hearing is frightening. This walks you through exactly what happens, who is in the room, and what you can expect at each stage.
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 never properly deals with your appeal against dismissal, that can make the dismissal unfair, even where the underlying reason for it was genuine.
Employer-favourable
2018
If you believe your suspension is unjustified, put that in writing immediately. Saying nothing at the time can be taken as acceptance that the suspension was reasonable, and that will make it harder to challenge later.
Employer-favourable
1983
In an unfair dismissal claim, the test is not what the tribunal would have decided but whether your employer’s decision was one a reasonable employer could have made. Process failures are often where employers fall outside the range.
Facing a disciplinary is frightening. This guide takes you through the whole process, from the first letter to an appeal, and tells you what your employer is required to do at every stage.
Employee-favourable
1990
Before a disciplinary hearing, you were entitled to know what you were accused of, to see the evidence being used against you, and to have a genuine opportunity to respond. If those things did not happen, the process was not fair.
