Tribunals

A UK employment tribunal has dismissed a disability discrimination claim brought by a frozen food factory worker who said working in cold conditions put her health at serious risk. The case has drawn attention to an important question for both employees and employers: when does the legal duty to make reasonable workplace adjustments actually begin? […]

Managing sickness absence is one of the toughest challenges employers face. While repeated or long-term absence can put pressure on a business, rushing to dismissal could prove far more costly. A recent Employment Tribunal highlights exactly why. An airport security supervisor was awarded more than £45,000 after being unfairly dismissed for her sickness absence. Although

When employment tribunals make headlines, it’s often because the facts are unusual, the award is substantial, or the lessons for employers are too important to ignore. A recent case involving the production company behind a Star Wars television series ticks all three boxes. The tribunal awarded more than £234,000 to a health and safety manager

Recruitment once felt like a straightforward business task: advertise the role, interview candidates, choose the best person and move on. That is no longer the reality. Today, recruitment has become one of the most legally sensitive parts of the employee lifecycle. The risk does not only begin when someone becomes an employee. It can start

Annual leave is often seen as a routine part of employment, but if it is managed badly, it can become a serious financial and legal risk for employers. A recent employment tribunal brought this into sharp focus after a property manager was awarded almost £392,000 for untaken holiday that had built up over many years.

At first glance, it sounds like a positive story. A care home team leader organised an Easter event for residents, complete with Easter eggs and entertainment. But what began as an attempt to create a joyful experience for vulnerable residents ultimately ended in an employment tribunal, highlighting important lessons for employers about suspension, consultation, and

Microsoft Teams, Slack, WhatsApp… workplace communication has changed massively. And with that comes a new kind of risk: messages that are typed quickly, shared in group chats, and later viewed very differently when things escalate. A recent Dundee Employment Tribunal decision involving British Telecommunications plc (BT) is a good reminder of something employers sometimes forget

A recent UK employment tribunal decision is an important reminder for employers that language policies at work are not just operational, they’re personal. A Tanzanian employee was awarded nearly £11,000 after being told he was not allowed to speak Swahili while at work. The tribunal concluded that the instruction created a hostile and humiliating working

The Employment Tribunal in Birmingham recently delivered a significant judgment in the case of Mr T Shah v Food Hub Limited, offering important lessons for HR professionals and business leaders on the limits of procedural fairness and the potential consequences of predetermined dismissal processes. Background Mr Tanveer Shah, a senior employee at Food Hub Limited,

In the UK, most organisations continue to lean heavily on formal grievance procedures to address workplace concerns. But in today’s evolving professional landscape, marked by hybrid work, complex social issues, and rising employee expectations, this approach is no longer sufficient. A grievance procedure is fundamentally reactive. It waits for something to go wrong. What workplaces