Unfair dismissal and union activities

If an employee is dismissed as a result of taking part in trade union activities, section 152 of the Trade Union and Labour Relations (Consolidation) Act 1992, hereafter referred to as TULRCA, means that the dismissal is automatically unfair. However, there are circumstances in which the meaning of ‘trade union activities’ is not clear cut. […]

Physical violence – is dismissal always the solution?

It might be thought that an employee who used violence against one of his colleagues would be facing certain dismissal. However, this is not always the case, as a recent case has made clear. In Arnold Clark Automobiles Ltd v Spoor, the Employment Appeal Tribunal looked into whether an employee had been unfairly dismissed because […]

Succession Planning

A few months ago, we looked at what would happen if a key employee or even the majority of the workforce won the lottery and made themselves scarce. We touched on the importance of contingency plans and now we look more closely at the importance of succession planning for a multitude of contingencies. What is […]

HAVS hazards

Two recent cases have highlighted the hazards that can affect workers using construction equipment for extended periods of time. 1. A ground engineering company was fined after a worker contracted severe hand-arm vibration syndrome (HAVS). The employee was eventually diagnosed as suffering from HAVS after repeatedly bringing his symptoms to the company’s attention for over […]