Employee-favourable
2026
If you're made redundant, your employer must actively consider offering you any suitable alternative role across the organisation, including a more junior one, even if you never asked and even if it wasn't advertised yet.
Employee-favourable
2025
If your employer receives an occupational health report recommending adjustments and does not act on it, that failure can support both a reasonable adjustments claim and, if you resign because of it, a constructive dismissal claim.
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.
Mixed
2026
A genuine belief that you did something wrong is not enough to justify dismissal. Your employer needs reasonable grounds too, and you need to see the evidence.
Mixed
2025
An investigation that starts right after you raise a concern can be unlawful in its own right. That is true even if you are later fairly dismissed for genuine misconduct.
Mixed
2026
If your employer jumps to conclusions instead of checking the facts, including the ones that would help you, the dismissal can be unfair. That's true even if you admit part of what you're accused of.
Employee-favourable
2026
If your employer leaves you unsupported and then blames or belittles you when things go wrong, that can be enough to resign and win a constructive dismissal claim. It's even clearer if they throw in comments about your age.
Employee-favourable
2026
If you're dismissed while on maternity leave and told in an impersonal way, such as by text, email, or a P45 with no conversation, that can be unlawful discrimination on top of an unfair dismissal.
Employee-favourable
2026
If a reasonable adjustment has been working, your employer needs real evidence of a problem, not just an assumption, before taking it away.
Employee-favourable
2026
If your employer is considering dismissing you for health-related absence, they are expected to check your current medical position first rather than relying on old reports, especially where something like surgery or treatment could soon change the picture.
Employee-favourable
2026
If your job transfers to a new employer under TUPE, you keep the same rights and protections you had before, and being dismissed just because of the transfer is automatically unfair dismissal.
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.
