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The claimant was dismissed by reason of gross misconduct and in particular.
If terminating during probation is it necessary to follow the statutory dismissal / disciplinary procedures?
If, having given notice of terminating an employee’s contract of employment an employer changes its mind, can it withdraw this notice?
How long can an employee be absent from work due to sickness before being dismissed?
We have an employee that suffers from age-related macular degeneration. Their performance at work has suffered since their diagnosis and it has now reached the point where they are not doing their job properly. Can we dismiss them?
Like many organisations we may have to reduce staffing costs. Is it lawful to terminate employees on fixed term contracts first or must they always be considered equally with full time permanent staff?
What happens if a tribunal says an employee should be reinstated but the employer doesn’t do it/refuses to do so? Are there mechanisms to enforce the decision?
Does dismissal for absences due to post-natal depression arising after maternity leave amount to sex and/or pregnancy and maternity discrimination?
We recently had an employee whom we caught abusing our internet policy. We allowed him to resign rather than go through the disciplinary process, which we thought would inevitably lead to dismissal, given the seriousness of the wrong-doing and the strength of evidence. However, a HR colleague from another location said we have left our employer open to an unfair dismissal challenge. Could you please advise?
At what point can an employer justify “frustration of contract”?
Can previous history be taken into account when dismissing someone for gross misconduct?