Unfair Dismissal and Performance Management – Jon Reeves v. Goldman Sachs [2024]
Unfair Dismissal and Whistleblowing – Kong v. Gulf International Bank (UK) Ltd (2022)
Pregnancy Discrimination and Unfair Dismissal – Twitchen v. Genu Prima Ltd [2023] – This case shows how important it is to follow laws that protect pregnant employees. It emphasizes the serious consequences employers could face if they fire someone because of pregnancy, especially without fair procedures.
Unfair Dismissal & Unlawful Revocation of Security Clearance – Josie Stewart vs. Foreign, Commonwealth and Development Office (FCDO) (under the Public Interest Disclosure Act 1998) – This landmark ruling underscores the legal protections afforded to whistleblowers within the UK civil service. It highlights the necessity for government departments to handle internal disclosures with transparency and fairness, ensuring that employees are not penalised for acting in the public interest.
Just how much the unfair dismissal can cost to the business?
Compensation for unfair dismissal typically comprises two elements:
Basic Award: Calculated based on the employee’s age, length of service, and weekly pay, subject to a statutory cap. As of 6 April 2024, the maximum basic award is £21,000. Howes Percival
Compensatory Award: Aims to cover the financial loss resulting from the dismissal, such as loss of earnings. This is capped at the lower of £115,115 or 52 weeks’ gross pay, effective from 6 April 2024. Howes Percival
Recent statistics indicate that the average award for unfair dismissal claims was £13,749, with a median award of £6,746. MFMAC
In cases of discrimination in coupled with unfair dismissal, compensation also includes:
Injury to Feelings: Awards for the emotional impact of discrimination, guided by the “Vento bands.” From 6 April 2024, these bands are:
- Lower Band: £1,200 to £11,700 (less serious cases)
- Middle Band: £11,700 to £35,200
- Upper Band: £35,200 to £58,700 (most serious cases)
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