Five things we learnt in employment law this week (18 February 2020)

constructive dismissal
employment law five things 3 June 2019
James Rhodes, Partner at DAC Beachcroft LLP.

1. A one-off act can amount to a ‘provision, criterion or practice’ provided that it was reasonable to conclude that it would be repeated in the future (Ishola v Transport for London, Court of Appeal).

2. A period of historic illegality in the performance of an employment contract would not prevent an employee from enforcing it once the illegality had been cured (Robinson v Hiis Highness Sheikh Khalid Bin Sqar Al Qasimi, EAT).

3. A Tribunal may permit a disabled party to record proceedings if it was necessary to alleviate any disadvantaged caused by the party’s disability (Heal v The Chancellor, Master and Scholars of the University of Oxford, EAT).

4. In assessing the reasonableness of a decision to dismiss, a Tribunal can take account of facts known to the employer even if the dismissing officer does not have actual knowledge of them. (Uddin v London Borough of Ealing, EAT).

5. A recent study has found that young people attract future employers during recruitment by adding skills such as ‘proficient on social media’ on to their CV . Traditional skills are outdated and employers are looking for “youthful” skills to bring to their companies.


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