Alice Thompson, the Claimant, worked at a London based estate agency as a sales manager. After she announced her pregnancy there were a number of incidents which in the eyes of the Claimant amounted to a pattern of hostility.  She was absent on maternity leave from October 2018 to October 2019. On her return to work, she made an unsuccessful application for flexible working, and lodged a grievance about her treatment when pregnant; on learning both had been rejected, she resigned. She claimed pregnancy and maternity discrimination, harassment related to sex, indirect sex discrimination in respect of the flexible working request, unfair dismissal, and unlawful deduction of commission payments from wages.

K was a teacher and was subject to a police investigation regarding indecent images of children on a computer at his home address. He shared his home with his son, and they were both questioned by police. K explained this to his headteacher, and he was suspended.

The Claimant, Mr Montanaro, was an IT specialist who was employed by the Respondent, Lansafe Ltd, and provided services predominantly for one client. The Claimant had booked holidays to attend a family wedding in Italy in March 2020. On the first day of his annual leave Italy entered into lockdown due to coronavirus.

A Claimant has successfully appealed to the Employment Appeal Tribunal in a ruling that will potentially have wider implications for working mothers around the country. The Claimant was a community nurse who worked fixed days. Five years ago, her employer required staff to work flexibly, including weekends.

The Claimant in this case was employed as a driver and had worked for the Respondent for eight years. The Claimant had had sickness absences in the past due to his COPD. One such period of absence was between 9 - 30 March 2020. On his first day of absence the Claimant was seen at a social club.

In today’s working environment the importance of health and safety cannot be overstated. The application of these rules can sometimes cause tensions. In a recent case the Claimant, who was a track maintenance supervisor, was tasked with implementing and maintaining health and safety standards.

The case of Kelly v PGA European Tour involved Mr Kelly who had worked as the Group Marketing Director for the PGA European Tour. He was dismissed due to his performance. The Tour admitted that it was an unfair dismissal as a fair procedure had not been followed.

The National Minimum Wage (NMW) is not payable for the entire period when a worker is sleeping during a night shift. The Supreme Court has recently handed down its judgment confirming this position, providing some much needed clarity on the issue.