Labour & European Law Review
30 May 2018
Following an inquiry by the Women and Equalities Committee into demands by employers for women to wear high heels at work (weekly LELR 517), the government has published guidance on workplace dress codes (…).
The Employment Appeal Tribunal (EAT) has held in Mirab v Mentor Graphics (UK) Ltd that, in a redundancy situation, the onus is not necessarily on the employee to raise the possibility of “bumping” someone else out of their job to save them from redundancy. Instead it is for the tribunal to determine whether, on the particular facts of the case, what the employer did fell within the range of reasonable responses (…).
It is well established in law that to claim constructive dismissal, there has to be a fundamental breach of contract in response to which the employee resigned promptly. The Employment Appeal Tribunal (EAT) confirmed in Pets at Home Ltd v MacKenzie that employees cannot rely on historic breaches which the employee had accepted by virtue of continuing to work (…).