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An employer who has committed a fundamental breach of an employee's contract cannot prevent the employee claiming constructive dismissal by upholding the employee's grievance about that breach
Employers must not discriminate against an employee because she is undergoing IVF, but only in relation to the period between egg collection and implantation of the fresh embryos
An employer is only required to make reasonable adjustments to enable a disabled employee to remain in employment, not to enable them to leave on advantageous terms
In most cases, future loss of earnings should only be awarded until an employee is likely to obtain an equivalent job; career-long compensation will only be appropriate where there is no real prospect of the employee ever securing an equivalent job
On a TUPE transfer, trade union recognition only transfers if the transferred entity maintains an identity distinct from the rest of the transferee's undertaking
Overturning a High Court ruling, the Court of Appeal has decided that an NHS Trust's termination payment was not ultra vires even though it exceeded the maximum the employee could be awarded had she gone to tribunal
Employers should consider whether there are any serious concerns about the appropriateness of a live, final disciplinary warning before relying on it to dismiss for subsequent misconduct
