Although the government is urging people to return to their workplace, a poll by the TUC has found that less than half of the respondents felt that their place of work was currently safe enough (...).
The Employment Appeal Tribunal has held in Hill v Lloyds Bank plc that there is no reason in principle why tribunals cannot require employers to give an employee a guarantee that they do not have to work with someone who has bullied them. In the event that the undertaking becomes unsustainable, a financial package would be a reasonable adjustment (...).
When considering whether a dismissal for gross misconduct is fair, tribunals have to consider whether the employer genuinely believed that the person was guilty of the misconduct and whether dismissal was a reasonable response. In Tai Tarian Ltd v Christie, the Employment Appeal Tribunal held that it was not unreasonable for the employer to rely on the evidence of an anonymous witness (...).