Filters
1978
Before dismissing you for misconduct, your employer must genuinely believe you are guilty, have reasonable grounds for that belief, and have carried out a proper investigation first.
Facing a disciplinary is frightening. This guide takes you through the whole process, from the first letter to an appeal, and tells you what your employer is required to do at every stage.
1987
If you were made redundant without warning or consultation, you were denied something you were legally entitled to. A genuine redundancy situation does not make an unfair process acceptable.
2025
If you raised concerns at work and were subsequently removed or dismissed, the timing and connection between those two things matters. Your employer cannot lawfully use a client complaint or formal process as cover for acting against someone who spoke up.
2025
If you were disciplined or dismissed following an absence connected to a mental health crisis, your employer may have been required to consider whether a health condition was relevant before taking action, even if you had never been formally diagnosed.
2026
If a health condition was raised during a disciplinary or dismissal process, your employer was obliged to genuinely consider it. Following the steps of a policy is not the same as making a fair decision.
