Labour & European Law Review
25 May 2016
According to a new study, employees who experience fairness at work report having better health.
Researchers from the University of East Anglia and Stockholm University looked at how perceptions of “procedural justice” - such as the processes that employers use to decide on pay, promotion and rewards - are related to employees’ health.
When claiming a failure to make a reasonable adjustment, claimants have to show that their employer applied a provision, criterion or practice (PCP) which put them at a particular disadvantage, compared to employees who were not disabled. In Appleby v Governing body of Colburn Community Primary School and anor, the Employment Appeal Tribunal (EAT) held that allowing Ms Appleby a flexible start time was not a reasonable adjustment.
When deciding whether it is fair to dismiss an employee, tribunals have to consider whether the employer acted reasonably or unreasonably in treating the reason for dismissal as a sufficient reason. In Nayak v Royal Mail Group Ltd, the Employment Appeal Tribunal (EAT) held that it was reasonable to dismiss an employee where the employer had a genuine and reasonably held belief that the employee no longer had the right to work in the UK.