Dismissal in UK Law

Leading Cases
  • Abernethy v Mott, Hay and Anderson
    • Court of Appeal (Civil Division)
    • 06 Febrero 1974

    A reason for the dismissal of an employee is a set of facts known to the employer, or it may be of beliefs held by him, which cause him to dismiss the employee. If at the time of his dismissal the employer gives a reason for it, that is no doubt evidence, at any rate, as against him, as to the real reason, but it does notnecessarily constitute the real reason.

  • Orr v Milton Keynes Council
    • Court of Appeal (Civil Division)
    • 01 Febrero 2011

    (6) In doing the exercise set out at (5), the ET must consider, by the objective standards of the hypothetical reasonable employer, rather than by reference to its own subjective views, whether the employer has acted within a "band or range of reasonable responses" to the particular misconduct found of the particular employee.

  • Kuzel v Roche Products Ltd
    • Court of Appeal (Civil Division)
    • 17 Abril 2008

    Unfair dismissal and discrimination on specific prohibited grounds are, however, different causes of action. The statutory structure of the unfair dismissal legislation is so different from that of the discrimination legislation that an attempt at cross fertilisation or legal transplants runs a risk of complicating rather than clarifying the legal concepts.

  • Laws v London Chronicle (Indicator Newspapers) Ltd
    • Court of Appeal
    • 22 Abril 1959

    To my mind, the proper conclusion to be drawn from the passages I have cited and the cases to which we have been referred is that, since a contract of service is but an example of contracts in general, so that the general law of contract will be applicable, it follows that the question must be - if summary dismissal is claimed to be justifiable - whether the conduct complained of is such as to show the servant to have disregarded the essential conditions of the contract of service.

  • Polkey v A. E. Dayton Services Ltd
    • House of Lords
    • 19 Noviembre 1987

    Thus, in the case of incapacity, the employer will normally not act reasonably unless he gives the employee fair warning and an opportunity to mend his ways and show that he can do the job; in the case of misconduct, the employer will normally not act reasonably unless he investigates the complaint of misconduct fully and fairly and hears whatever the employee wishes to say in his defence or in explanation or mitigation; in the case of redundancy, the employer will normally not act reasonably unless he warns and consults any employees affected or their representative, adopts a fair basis on which to select for redundancy and takes such steps as may be reasonable to avoid or minimise redundancy by redeployment within his own organisation.

  • Pepper v Webb
    • Court of Appeal (Civil Division)
    • 20 Febrero 1969

    — something done by the employee which impliedly or expressly is a repudiation of the fundamental terms of the contract; and in my Judgment if ever there was such a repudiation this is it. He is to look after the garden and he is to look after the greenhouse. If he does not care a hoot about either then he is repudiating his contract. That is what it seems to me Pepper did, and I do not see, having done that, that he can complain if he is summarily dismissed.

  • Weddel (W.) & Company Ltd v Tepper
    • Court of Appeal (Civil Division)
    • 20 Diciembre 1979

    And, it seems to me, they do not have regard to equity or the substantial merits of the case if they jump to conclusions which it would have been reasonable to postpone in all the circustances until they had, in the words of the industrial tribunal in this case, "gathered further evidence" or, in the words of Mr. Justice Arnold in the Burchell case, "carried out as much investigation into the matter as was reasonable in all the circumstances of the case."

See all results
Books & Journal Articles
See all results
Law Firm Commentaries
  • Constructive Dismissal
    • JD Supra United Kingdom
    Two constructive dismissal cases have been decided since our last newsletter which make for interesting reading. The first case serves as a reminder of how not to approach making changes to terms a...
  • Reinstatement Following Dismissal
    • JD Supra United Kingdom
    In McBride v Scottish Police Authority [2016] UKSC 27, the Supreme Court considered whether an Employment Tribunal had been wrong to order the reinstatement of an employee on restricted duties. ...
  • Employment News: unfair dismissal
    • JD Supra United Kingdom
    Looking back – limited appeal investigation not unfair - It was not unfair for an employer to place limits on a disciplinary appeal investigation where the employee's representative had ...
  • Resignation and Constructive Dismissal
    • JD Supra United Kingdom
    In Chindove v William Morrisons Supermarket Plc UKEAT/0201/13/BA, the Employment Appeal Tribunal (EAT) considered whether an employee had lost the right to claim constructive dismissal because he h...
See all results

VLEX uses login cookies to provide you with a better browsing experience. If you click on 'Accept' or continue browsing this site we consider that you accept our cookie policy. ACCEPT