Employee-favourable
2026
Going unpaid for a sustained period can be a fundamental breach of your contract, entitling you to resign and claim constructive dismissal, and you can still recover the wages you were owed on top of that.
Being on probation feels precarious, but the law behind it is narrower than most people assume, and there's a clear answer if your employer never confirmed you'd passed.
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.
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
2007
Your employer must properly investigate and clearly explain why you are being dismissed.
Big changes are coming to unfair dismissal rights: a shorter qualifying period and no cap on what you could be owed. Here is what is changing and when.
Employee-favourable
2026
If your employer presents a change to your role as open for discussion but the decision was already made beforehand, that is not real consultation. Tribunals look at what actually happened, not what the meeting was called.
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
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.
You're heading into a meeting that matters, and wondering whether to press record. This guide explains what the law actually weighs, the three factors that decide whether recording helps or hurts you, and how to use it safely if you do.
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.
