The whistleblowing charity, Protect, has revealed that a fifth of whistleblowers who rang their helpline had been dismissed after raising concerns with their employers about coronavirus (COVID-19) (...).
When hearing an unfair dismissal claim on the basis of redundancy, tribunals have to consider the reasonableness or otherwise of the decision to dismiss. In Aramark (UK) Ltd v Fernandes, the Employment Appeal Tribunal held that it was not unreasonable for an employer to refuse to place a redundant employee on an ad hoc list of workers, not least because it would not have avoided his dismissal (...).
The law says that to claim disability discrimination, a worker has to show that the disability had a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. In Sullivan v Bury Street Capital Ltd, the Employment Appeal Tribunal held that an employee with paranoid delusions was not disabled as the effect on his ability to carry out normal day-to-day activities was not long term (...).