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Published 6 February 2017
With the snapshot date of 5 April approaching, gender pay reporting is on many of our clients' agendas. Our alert earlier this month covered the ACAS guidance.
In this month's alert, we look at a disability discrimination claim which will be problematic for employers. We also look at an unfair dismissal claim which may be useful for employers dealing with serial offenders (although it should be handled with caution!), and the extent to which employers can rely on mobility clauses in redundancy situations.
The EAT has held that two employees with contractual mobility clauses who refused to relocate were dismissed for misconduct, not redundancy, but that the dismissals were unfair.
In this case, the EAT held that there are circumstances under which expired warnings can be taken into account in dismissal decisions.
The EAT has held that knowledge of the consequences of a disability is not required for claims of discrimination arising from a disability.
In this case, the Court of Appeal held that gross negligence can constitute gross misconduct, justifying dismissal without notice.
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Ceri Fuller, Zoë Wigan, Hilary Larter
Nick Chronias, Ceri Fuller, Hilary Larter
Nick Chronias, Joanne Bell
Joanne Bell, Nick Chronias
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Zoë Wigan, Ceri Fuller, Hilary Larter
Ceri Fuller, Zoë Wigan
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Zoë Wigan, Ceri Fuller
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