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Alom v Financial Conduct Authority [2025]: Practical Implications for Healthcare Employers
In Alom v Financial Conduct Authority, the Employment Appeal Tribunal has provided important clarification on procedural fairness in the context of misconduct dismissals.
Case study: Chowdhury v Network Rail Infrastructure Ltd [2025]
In Chowdhury v Network Rail Infrastructure Ltd, the Employment Appeal Tribunal recently upheld a finding that it would not have been reasonable to redeploy a disabled employee where they did not meet the essential criteria for the role and where training would not have made up for the lack of essential competence for the role.
Case study: AB v Grafters Group [2025]
In AB v Grafters Group, the Employment Appeal Tribunal recently considered what ‘in the course of employment’ means in the Equality Act 2010.
Employment Appeal Tribunal case study: Stedman -v- Haven Leisure Ltd 2025
The Employment Appeal Tribunal (the “EAT”) has recently considered an appeal regarding disability status under section 6 of the Equality Act 2010 (“the Act”). This case serves as an important reminder of the principles the Employment Tribunal (“ET”) must consider when assessing disability under the Act.
Why getting pay, benefits and financial entitlements right supports staff wellbeing and minimises legal risk
When we talk about health and wellbeing in the workforce, discussions often focuses on mental health initiatives, flexible working arrangements, or managing the pressures inherent in demanding roles.
Neurodivergence in the workplace: employment law considerations
Neurodiversity refers to the different ways the brain can work and process information. Some of the well-known types of neurodivergence include ADHD, Autism, Tourette’s Syndrome, Dyspraxia and Dyslexia. It is estimated that 15-20% of the global population are neurodivergent, and diagnosis in adults continues to increase due to increased awareness.
Case update: travel time and National Minimum Wage
Many employers in the social care sector will be interested in the recent decision of the Court of Appeal in the case of Commissioners for HM Revenue and Customs v Taylors Services Ltd. The case provides a reminder that pay for travel time at National Minimum Wage (NMW) rates is generally only required once the worker has arrived at the workplace or is travelling between work assignments - not for standard commutes from home.
Podcast: The meaning of biological sex under The Equality Act
In this podcast, employment law partner Saira Ramadan examines the recent UK Supreme Court ruling in For Women Scotland v The Scottish Ministers and the Court’s interpretation of 'biological sex' under the Equality Act 2010
Supreme Court rules that ‘sex’ under the Equality Act means biological sex
In For Women Scotland Ltd v The Scottish Ministers, the Supreme Court has unanimously held that ‘sex’ within the meaning of the Equality Act 2010 refers to biological sex.
Vento bands for 2025/2026
Updated Vento bands have been released by the Presidents of the Employment Tribunals for England & Wales.
Court of Appeal case study: Sullivan v Isle of Wight Council
In a recent Court of Appeal decision, it was confirmed that external job applicants are not protected under the Employment Rights Act (ERA) for whistleblowing, unlike NHS applicants. This ruling stems from the case of Sullivan v Isle of Wight Council, where the claimant argued that her whistleblowing disclosures should grant her protection similar to that of NHS job applicants.
Employment case study: Easton v Secretary of State for the Home Department [2025]
The recent EAT case of Easton v Secretary of State for the Home Department concerned the question of withholding key information on a job application. Mr Easton failed to inform his employer that he had previously been dismissed for gross misconduct, and (less importantly) of a three month period of unemployment.
Hewston v Ofsted
Employee could not be expected to know that single incident involving pupil would warrant dismissal.
Mistaken but genuine belief in employee’s resignation can be a fair reason for dismissal
Discover the Employment Appeal Tribunal's decision in Korpysa v Impact Recruitment Services, where a genuine but erroneous belief in an employee's resignation was deemed a potentially fair reason for dismissal under the Employment Rights Act. Learn about the case details, tribunal decisions, and implications for employers.