Employee-favourable
2024
You have the right to see any new evidence used against you and to respond to it before you're dismissed, especially evidence that emerged after the investigation first concluded.
If your grievance is being handled badly, you're not imagining it. This guide names the six most common ways employers get it wrong, and what each one means for your position.
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
2013
A grievance appeal heard by the same manager who rejected your original grievance is not a genuine appeal, and that failure can matter to a constructive dismissal claim.
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.
