The London Central Employment Tribunal in the case of Dewhurst v Revisecatch Ltd and CitySprint has considered whether the Transfer of Undertakings (Protection of Employment) Regulations 2006 (“TUPE”) apply to workers as well as employees.

The Supreme Court in the case of Royal Mail Group v Jhuti has considered what the principal reason for dismissal is where the real reason is disguised behind an invented reason.

The Employment Appeal Tribunal in Retirement Security Ltd v Wilson has considered whether an employee could resign and claim constructive unfair dismissal as a result of procedural defects in their employer’s disciplinary process.

The Employment Appeal Tribunal in the case of Dronsfield v The University of Reading has considered whether altering a draft investigation report following legal advice could result in an employee being unfairly dismissed.

The Employment Appeal Tribunal in the case of Bessong v Pennine Care NHS Foundation Trust has considered whether an employer should be liable for harassment against one of its employees based on the actions of a third party, as it can be for actions of its employees.