Why was another employee not dismissed for the same conduct?

The employee claimed that another employee was not dismissed for the same conduct in comparable circumstances. The employer argued that the applicant employee’s conduct differed from the other employee. It was found that the conduct of the 2 employees was comparable and that there was differential treatment.

Can a person challenge the dismissal of an employee?

The legal term for being sacked is ‘dismissal’. Your employer is allowed to dismiss people, but if they do it unfairly you can challenge your dismissal. To find out if your dismissal is unfair, you’ll need to check: what your ‘employment status’ is – your rights depend on whether you’re an employee or not

Who are the majority of false allegation in the workplace?

Nearly all to often in my experience the vast majority of those on the receiving end of false allegations are Males colleagues with the allegations coming from Female colleagues.

What to do if you get unfair dismissal at work?

You might be able to claim for breach of contract (called ‘wrongful dismissal’), which is different to claiming unfair dismissal. You should act quickly, as any benefits you’re getting could be sanctioned if you’ve been sacked for gross misconduct. If you have a trade union at work, you could also contact them.

What was the reason for Mr seconder’s dismissal?

The Employment Tribunal upheld Mr Seconder’s claims for unfair and wrongful dismissal. In his reasoning, the Employment Tribunal judge explained that the Claimant was dismissed for reason of gross misconduct, and that conduct can be a potentially fair reason for dismissal.

Nearly all to often in my experience the vast majority of those on the receiving end of false allegations are Males colleagues with the allegations coming from Female colleagues.

When did Kevin Porter appeal against his dismissal?

The Claimant appealed against his dismissal in an email sent to Kevin Porter dated 15 June 2016. The Claimant’s appeal against his dismissal was conducted by Claire Rutland, Senior HR Advisor who undertook work as an HR consultant for Eve Clennell’s firm, Eden HR.