Employee-favourable
2019
A secret recording will not sink your unfair dismissal claim or your compensation on its own. A tribunal weighs why you made it and what is on it before deciding how much it should count.
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.
Your employer is being sold, or your contract outsourced. TUPE protects your job, pay, and continuity of service through the change, whatever your length of service.
Employee-favourable
2026
If your employer treats a symptom of your disability as a conduct problem without investigating it first, and then disciplines or dismisses you on evidence you were never allowed to challenge, you may have valid claims for unfair dismissal and disability discrimination.
Employee-favourable
2026
If your employer never properly deals with your appeal against dismissal, that can make the dismissal unfair, even where the underlying reason for it was genuine.
Being called to a sickness absence meeting is unsettling, especially if you are still unwell. No decision has been made yet. Here is what your employer has to do before deciding anything, and what to ask for at the meeting itself.
Winning your case doesn't guarantee full compensation. Here's why tribunals can reduce your award, sometimes to nothing, even after finding your dismissal unfair.
Unfair dismissal isn't about who was right. It's about whether your employer's decision and process met a specific legal test for reasonableness.
Employee-favourable
1972
Unfair dismissal compensation covers financial losses only, not distress or hurt feelings, but those losses can be substantial.
Employer-favourable
1977
Tribunals give employers genuine room to judge whether a manager is up to the job. That latitude only holds if concerns were raised with you over time and alternatives were properly considered.
Employer-favourable
1973
A fair capability dismissal turns on whether you were clearly warned your job was at risk before the decision was made, not on whether the performance concerns were genuine.
Employer-favourable
1974
An employer can correct the label it gives your dismissal, but only if the real facts behind it were already known at the time. A reason that surfaces for the first time at tribunal is a different matter.
