Tag: Employment Law for Employers

Employers are of course entitled – even obliged – to inquire into alleged misconduct by members of their staff. However, as a High Court case concerning a suspended NHS consultant surgeon showed, contractual safeguards designed to ensure the fairness of such investigations must always be respected.

If you are on the receiving end of an employment complaint, burying your head in the sand is positively the worst thing you can do. The point was made by the case of a training company which came to regret its costly failure to take

The right to remain silent is one thing, but taking active and dishonest steps to cover up involvement in wrongdoing is quite another. The distinction was underlined in the case of a senior charity worker whose use of an office iPad ran up more than

The purpose of the National Minimum Wage (NMW) is to ensure that workers receive decent pay packets, into their own hands and free from deductions. The Employment Appeal Tribunal (EAT) underlined that point in ruling that a football club failed to pay the NMW because it

Workplace whistleblowers who, in the public interest, disclose what they believe to be wrongdoing are protected by the full force of the law. As an instructive tribunal ruling underlined, however, not every complaint of flawed working practices or procedures amounts to such a protected disclosure.

Those who pursue employment complaints without legal representation start off at a great disadvantage, but tribunals will generally bend over backwards to ensure that they receive a fair hearing. A Court of Appeal ruling, however, underlined the serious challenge that doing justice in such cases

What may appear to be a dismissal on grounds of redundancy can, on analysis, turn out to be something quite different. In one case, an office assistant was awarded compensation after an Employment Tribunal (ET) found that the real and principal reason why she lost