Employee-favourable
2025
If you raised concerns at work and were subsequently removed or dismissed, the timing and connection between those two things matters. Your employer cannot lawfully use a client complaint or formal process as cover for acting against someone who spoke up.
Employee-favourable
2025
If you were disciplined or dismissed following an absence connected to a mental health crisis, your employer may have been required to consider whether a health condition was relevant before taking action, even if you had never been formally diagnosed.
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.
