Redundancy is not something your employer can do however they like. Here is what the law requires before, during, and after the process.
Employee-favourable
1982
A redundancy can be genuine and still be unfair, because fairness is judged on the process used to select you, not only on whether the business need was real.
Employee-favourable
2007
Your employer must properly investigate and clearly explain why you are being dismissed.
Employee-favourable
2018
Once your employer knows about your disability, they don't need to also realise it caused what you did for a dismissal to count as discrimination.
Employee-favourable
2021
If your employer disciplines or dismisses you without a proper process, and the timing lines up with a pregnancy or maternity leave, tribunals will take that timing seriously and can award the maximum penalty for it.
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.
Mixed
2006
A recording of your own disciplinary or appeal hearing can be used as evidence in an unfair dismissal claim. A recording of the panel's private deliberations after you leave the room usually cannot, because the law protects that discussion on public policy grounds.
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
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.
