If you look for the statutory source of the ordinary right to bring a workplace grievance, you may be gone some time. It arose initially as a by-product of the implied duty of trust and confidence, and formally bubbled to the surface in WA Gould (Pearmak) Limited – v – McConnell in 1995. There the … Continue Reading
A new manager arrives in the department. He is notably unburdened by people skills. Employees begin to leave. The protagonist of this story (let us call her Sarah) does not actually get it in the neck from Bad Boss very much, but she can see his actions having a toxic effect on the team. She … Continue Reading
Gibbs -v- Leeds United Football Club concerned the former Assistant Manager of the Club who took his £330,000 constructive dismissal claim to the High Court so as to sidestep the compensation ceiling in the Employment Tribunal. Having fairly easily established the fundamental breach of contract necessary to win his claim against Leeds, Mr Gibbs then … Continue Reading
It is a common issue facing employers; you want to start or take next steps with a grievance or disciplinary investigation. To do the right thing you want to meet with the employee to discuss your concerns but the worker is on sick leave or goes sick, often citing work-related stress. Can you contact the … Continue Reading
