The EAT dismissed the appeal, determining that the lay member's LinkedIn posts did not show apparent bias against the company

Misconduct-based dismissals can be justifiable even when the deciding manager hasn't directly overseen the disciplinary process

When assessing whether to allow a "just and equitable" extension of time for complaints pertaining to the Equality Act 2010, the absence of

When considering an application for reconsideration as per rule 70 of the Employment Tribunals Rules of Procedure 2013, the "interests of justice" test

The EAT held that the Employment Judge had erred in failing to consider the Claimant’s personal injury

The EAT held that the employment tribunal’s finding as to contributory fault arose from a misapplication…

If an employer chose not to put forward any positive case as to the reason for the dismissal…

Where an employee had been dismissed on the ground of medical incapacity while his contractual entitlement…

Where employer and employee enter into what may be a protected conversations under s.111A Employment Rights Act…

The EAT held that whether an impairment was likely to last long-term or recur has to be asked…

The test of whether an employer is in breach of the implied term of trust and confidence is…

The Court of Appeal remitted this case to the EAT, where the EAT found that the appeal…

The EAT held that an employment tribunal is not, in effect, bound to intervene in order to ensure…

The EAT held that an employment tribunal is not, in effect, bound to intervene…

The EAT upheld the tribunal’s decision that the Claimant had not resigned, despite the fact that she…

The EAT held that where a tribunal is assessing whether an employer failed to make reasonable adjustments in…

The EAT found that the employment judge erred in granting relief from the sanction of strike-out following…

The EAT held that the employment tribunal had been entitled to find that the employee had not suffered a…

The Employment Appeal Tribunal (EAT) dismissed the employers' appeal, upholding the original employment tribunal's decision to grant the claimant's application for

The Employment Appeal Tribunal (EAT) allowed the employee's appeal concerning his unfair dismissal claim, determining that the original employment tribunal had not adequately addressed