› 10-Month Temp "Failed to Prove Pregnancy Dismiss"

› A selection of unfair dismissal claims

› A wide range of grounds for alleged unfair dismissal

› Abusive Worker 'Fairly Dismissed'

› Acts of Gross Misconduct Warrant Instant Dismissal

› Adherence to established procedures essential

› Alleged Theft: Correct Procedures Vital

› An Overview of Constructive Dismissal

› Appeal of Rights Commissioner Recommendations

› Assault and the Employment Appeals Tribunal

› Breach of trust in the Tribunal

› Burden of Proof on Employer in Dismissal Cases

› Case of the Machinist Found Asleep on Duty

› Cases About Conduct, Performance, Falsification

› Cases about Misconduct and Loss of Trust

› Cases about Redundancy and "Unfair" Dismissal

› Cases Arising From "Constructive Dismissal"

› Cases Concerning Constructive Dismissal

› Cases involving alleged breach of trust

› Cases of Alleged Poor Performance and Misconduct

› Cases of dismissal at the Labour Court

› Cases of Dismissal by Reason of Redundancy

› Cases on dismissal in the Labour Court

› Cases referred under the 1969 Industrial Relations Act

› Cases relating to constructive dismissal

› Cases relating to constructive dismissals

› Cases relating to dismissals

› Cases relating to dismissals in the Labour Court

› Cases Relating to Disputed Dismissals

› Cases relating to fair procedures

› Cases relating to fair procedures

› Cases relating to gross misconduct

› Cases relating to gross misconduct

› Cases relating to gross misconduct

› Cases relating to summary dismissal

› Cases relating to the fact of dismissal

› Cases Relating to Unfair Dismissal

› Cases relating to unfair dismissal

› Cases relating to unfair dismissal

› Cases Taken under Section 20 (I) of the IR Act 1969

› Cases That Arise from Redundancies

› Cases that Arose from "Constructive Dismissal"

› Cases Where Fact of Dismissal is in Dispute

› Cases where the fact of dismissal is in dispute

› Cases where the fact of dismissal is in dispute

› Cases where the fact of dismissal was in dispute

› Cases where the fact of dismissal was in dispute

› Claims of constructive dismissal at the EAT

› Claims taken on grounds of a number of Acts

› Clash Over Refusal to Work 5 am Golf Overtime/Disobedience

› Competence, capability and conduct at the EAT

› Conduct - the approach of the Employment Appeals Tribunal

› Conflict of Evidence in Dismissal Case

› Constructive Dismissal

› Constructive Dismissal and the EAT

› Constructive Dismissal at the Appeals Tribunal

› Constructive Dismissal at the Appeals Tribunal

› Constructive dismissal at the EAT

› Constructive dismissal at the EAT

› Constructive Dismissal at the Employment Appeals Tribunal

› Constructive Dismissal at the Employment Appeals Tribunal

› Constructive dismissal at the Tribunal

› Constructive dismissal cases

› Constructive dismissal cases

› Constructive dismissal cases at the EAT

› Constructive dismissal cases at the Employment Appeals Tribunal

› Constructive dismissal cases before the EAT

› Constructive dismissal cases in the EAT

› Constructive dismissal cases in the EAT

› Constructive Dismissal or Resignation

› Constructive dismissals cases before the EAT

› Constructive dismissal: onus of proof on the employee

› Contested Dismissals Relating to Redundancy

› Continuity of Service: What Does It Mean?

› 'Dangerous Doctrine Can Make Dismissals Unfair'

› Dealing with Dismissals for Misconduct

› Dealing with Misconduct Under Dismissal Law - Part I and II

› Different Reasons for Unfair Dismissal Claims

› Dismissal alleged under Unfair Dismissals Acts 1977-2001

› Dismissal and the Labour Court

› Dismissal because of alleged Incompetence or Incapability

› Dismissal cases at the Labour Court

› Dismissal cases in dispute

› Dismissal Cases Involving Sick Leave

› Dismissal Cases Referred to the Labour Court

› Dismissal Cases that Arose from Redundancies

› Dismissal Claims by Short-service Employees

› Dismissal Due to Complaints about Conduct

› Dismissal for leave taken outside holiday period ‘not unfair’

› Dismissal in cases of gross misconduct

› Dismissal Law - Once Off "Misconduct" Incidents

› Dismissal not always clear cut

› Dismissal on a variety of grounds

› Dismissal on competency grounds - lessons from case law

› Dismissal on the Grounds of Capability

› Dismissal with less than one year’s service

› Dismissal with Less than One Year's Service

› Dismissal with Less than One Years Service

› Dismissals alleged under the Industrial Relations Act 1969

› Dismissals Allegedly Related to Pregnancy

› Dismissals and The Importance of Procedure

› Dismissals and use of CCTV

› Dismissals Arising from Absenteeism

› Dismissals Arising from Accidents and Illness

› Dismissals arising from conduct

› Dismissals as a result of performance issues

› Dismissals during probation

› Dismissals during probation and the Industrial Relations Acts 1946 to 2004

› Dismissals During Probation Can Come to Court IR DataBank

› Dismissals during the probationary period

› Dismissals Following Alleged Theft and Fraud

› Dismissals for Alleged Conflicts of Interest

› Dismissals for Incompetence or Incapability

› Dismissals in Hairdressing and in Hotel Work

› Dismissals in the Labour Court

› Dismissals involving Transfers of Undertakings

› Dismissals of Staff over Sales Irregularities

› Dismissals of Staff While on Probation

› Dismissals Over a Wide Variety of Issues

› Dismissals Over Conduct and Performance

› Dismissals regarding employees under twelve months’ service

› Dismissals related to health or illness

› Dismissals relating to incapability

› Dismissals Relating to Maternity Leave

› Dismissals Relating to Sickness Absences

› Dismissals Stemming from A Variety of Issues

› Dismissals Stemming from A Variety of Issues

› Dismissals that Arise from Breach of Trust

› Dismissals that Followed Civil Court Actions

› Dismissals that followed Prolonged Absence

› Dismissals Where Jurisdiction Was an Issue

› Dismissals Where Jurisdiction Was an Issue

› Dismissals Where Jurisdiction is an Issue

› Dismissals Where Jurisdiction is an Issue

› Dismissals Where Performance is an Issue

› Dismissals with less than one year’s service

› Dismissal: Diligent Investigations Vital

› Dismissal: Facts Speak Louder than Words

› Dismissal: fair or unfair- procedures are the issue

› Dismissed Miner Admitted Drink Abuse Problem

› Dismissing employees during probationary periods: the pitfalls

› Disputes concerning competence and capability issues

› Disputes involving sickness and health

› Disputes relating to constructive dismissal

› Disputes relating to constructive dismissal

› Disputes relating to continuity of service

› Disputes relating to performance issues

› Disputes relating to sickness

› Disputes relating to summary dismissal

› Disputes relating to the fact of dismissal

› Disputes relating to the fact of dismissal

› Disputes relating to unfair dismissal

› Disputes under unfair dismissal laws

› EAT considers procedures to be essential

› Employee loses EAT case because no contractual evidence for method of payment proved

› "Employees Contribute to Their Own Dismissal"

› EMPLOYMENT INJUNCTION - PART II

› Employment Injunction: Parts I

› Evidence and Unfair Dismissal

› Fact of dismissal at the EAT

› Fact of dismissal in the EAT

› Fact of dismissal: review of cases at the Employment Appeals Tribunal

› Fair procedures at the EAT

› Fair procedures crucial to defend dismissal cases at the EAT

› Fair procedures in the Employment Appeals Tribunal

› Fair procedures in unfair dismissals cases

› Fair procedures must be observed in dismissal cases

› Fair procedures vital in dismissal cases

› Four Dismissals that Arose from Absenteeism

› Further Cases that Arose from Redundancies

› Gross Misconduct and The Tribunal's View

› 'Gross Misconduct' dismissal fair

› Harassment and Constructive Dismissal

› Health Related Dismissals at the EAT

› How to Dismiss Employees with Conviction

› Importance of procedural fairness in cases of gross misconduct

› Important of Fair Selection for Redundancy

› Incompetence and incapability at the EAT

› Incompetence and incapability at the EAT

› Job Performance and the Employment Appeals Tribunal

› Jurisdiction in Unfair Dismissal Cases

› Loss of Trust and Unfair Dismissal

› "Loss of Trust, Gross Misconduct, Absence"

› Man Who Hit Fellow Employee was "Only Messing"

› Man With Drink Problem Crashed Company Car

› More Cases About Selection for Redundancy

› More Disputes about Allegedly Unfair Dismissals

› Need for Thorough Probes Before Dismissals

› Onus of proof in constructive dismissal

› Onus of proof in constructive dismissal

› Onus of proof in the Employment Appeals Tribunal

› Performance issues in unfair dismissal claims

› Performance related dismissals at the EAT

› Performance related dismissals at the EAT

› Poor performance and the use of fair disciplinary procedures: decisions from the EAT

› Poor performance: grounds for dismissal?

› Postman Loses Court Appeal over Dismissal

› Pregnancy-related Dismissals at the EAT

› Pregnancy-related Unfair Dismissal Cases at the EAT

› Pregnancy Related Dismissal Cases

› Pregnancy Related Unfair Dismissal Cases

› Pregnant Worker "Not Unfairly Dismissed"

› Procedural Fairness: The Vital Ingredient

› Prudence Advisable in Health-Related Dismissals

› Recent Labour Court decisions on probationary period dismissals

› Redundancy after Occupational Injury Claim

› Redundancy and the Employment Appeals Tribunal

› Redundancy as a Cloak for Dismissal

› Redundant Worker 'Not Constructively Dismissed'

› Redundant Worker 'Not Constructively Dismissed

› Refusal to Obey Supervisor's Instructions

› Sacked over Unauthorised Tip Distribution

› Sacking for snacking

› Selection of Dismissal cases at the EAT

› Sickness and the Employment Appeals Tribunal

› Significant Number of "Unfair Dismissal" Claims

› Summary Dismissal for Misconduct

› Summary Dismissal: Hasty Decisions Dangerous

› Temporary and Casual Workers

› Testing Time for Employers and Employees

› The approach of the Employment Appeals Tribunal to alcohol-related dismissal

› The Complex Issue of Constructive Dismissal

› The Crucial Importance of Fair Procedures

› The fact of dismissal

› The fact of dismissal

› The fact of dismissal in dispute

› The importance of fair procedures

› The Importance of Fair Procedures

› The importance of observing fair procedures

› The law relating to constructive dismissal

› The Need for Adherence to Procedures in Unfair Dismissals Cases

› The Onus of Proof in Constructive Dismissal

› The Onus of Proof in Constructive Dismissal

› The onus of proof in constructive dismissal cases

› The role of procedures in dismissal cases

› The significance of fair procedures

› The Vital Importance of Correct Procedures

› Tread Carefully When Selecting for Redundancy

› Tribunal demands fair selection, fair procedures for redundancy

› Trust and the employment relationship – an update

› Typist Did Work for Others in Office Hours

› Unfair dismissal – the importance of procedures

› Unfair dismissal allegations

› Unfair dismissal alleged on several different grounds

› Unfair dismissal and the importance of good evidence

› Unfair dismissal at the EAT

› Unfair dismissal cases in the Labour Court

› Unfair dismissal cases relating to absenteeism in the EAT

› Unfair Dismissal Claims Arising from Pregnancy

› Unfair Dismissal on Grounds of Absence

› Unfair dismissals – incapability and incompetence

› Unfair dismissals – recent cases

› Unfair Dismissals Acts - Exclusion of Persons Employed by or Under the State

› Unfair Dismissals and Fixed-Term Contracts

› Unfair dismissals and the importance of fair procedures

› Unfair dismissals and the Labour Court

› Unfair dismissals and the Labour Court

› Unfair dismissals cases at the EAT

› Unfair dismissals cases at the EAT

› Unfair dismissals in the EAT

› Unfair Dismissal: Plaintiff must prove the Case

› Using CCTV in justifying dismissal: the procedural watch points

› Was the Claimant an Employee or a Partner?

› Was the Claimant an Employee or a Trainee?

› What constitutes a dismissal?

› What constitutes a valid redundancy?

› When breach of trust occurs

› When Dismissals are Referred Direct to Court

› When Employment Law Conflicts with Criminal Law

› When Fact of Dismissal is in Question

› When Security Personnel Have to be Dismisses

› When the fact of dismissal is disputed

› When the Fact of Dismissal is in Dispute

› When the fact of dismissal is in dispute: cases at the EAT

› Wrongful Dismissal - The Action and the Remedies

› “No option but to resign”: constructive dismissals explored