Employee-favourable
2023
Your employer needs a genuine, reasonable belief that your conduct was serious enough to justify dismissal. A policy label that happens to fit isn't enough on its own.
There's no standalone legal right to time off for domestic abuse in England, Wales, or Scotland, but that doesn't mean the law leaves you unprotected, and knowing exactly what it does cover changes what you can ask your employer for.
Mixed
2026
If you're facing a disciplinary, your employer has to tell you clearly what you're accused of, and let the companion you bring actually speak on your behalf.
Employer-favourable
2026
Your employer has to properly consider a health condition or discrimination grievance you raise during a disciplinary, and run it as part of that process.
Employee-favourable
2025
Sitting on a race complaint and then disciplining you for something unrelated and minor is a combination that can itself count as unlawful discrimination.
Employer-favourable
2000
In an unfair dismissal claim, proving your innocence isn't the test. The test is whether your employer's investigation and belief in your guilt were ones a reasonable employer could have reached.
Employee-favourable
2011
An adjustment does not need a guaranteed, or even a strong, chance of removing your disadvantage to count as reasonable under the law. A lesser prospect can be enough.
Employee-favourable
2023
A single, clear conversation naming your condition, its effect on you, and how long it has lasted can be enough to prove your employer knew you were disabled. You don't need a diagnosis in hand first.
Mixed
2025
Winning an unfair dismissal claim doesn't guarantee full compensation if your own conduct played a part.
Employee-favourable
2025
If your employer has conflicting medical evidence about your fitness for work, it has to resolve that conflict with occupational health before deciding your future, not just act on whichever version suits it.
Employee-favourable
2026
You can win an unfair dismissal claim over a dismissal timed around your return from maternity leave, even where a tribunal won't also uphold a discrimination claim on the same facts.
Employee-favourable
2026
A dismissal that follows you raising a concern at work can be challenged on more than one legal basis at once: as whistleblowing, as ordinary unfair dismissal, as discrimination, and as breach of contract.
