Unfair Dismissal Case, Employment Tribunal Delays & Sickness in Pregnancy: Episode 101

Can an employer fairly dismiss an employee for serious misconduct without any warnings?

In this episode of the podcast I cover a couple of points including a recent Appeal Tribunal case about unfair dismissal, an update on delays in the Employment Tribunal and a question answered about pregnancy and sickness.

In this episode I will cover:

  • The case of MR A BARONGO  v QUINTILES COMMERCIAL UK LIMITED;
  • What you need to consider when deciding on dismissal in a case of serious, but not gross, misconduct;
  • Why there are delays in the Employment Tribunal process currently;
  • Whether you are able to ask an employee who is pregnant to fill in a sickness reporting form when absent due to sickness.

Action Points

  1. Ensure that you seek advice before making a decision about dismissal;
  2. Obtain training or give guidance to your managers about how to deal with pregnant employees;
  3. Ensure that you stay up to date with employment law developments by signing up to our free fortnightly newsletter.  

Useful Links

You can read the full case here: MR A BARONGO  v QUINTILES COMMERCIAL UK LIMITED

As part of our HR Harbour annual subscription service for employers we provide guidance and support with settlement discussions and documentation. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by email alison@realemploymentlawadvice.co.uk or miranda@realemploymentlawadvice.co.uk or by telephone 01983 897003, 01722 653001 or 023 8098 2006


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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

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