Reason, fairness and process, from the range of reasonable responses to the point at which a flawed procedure stops mattering.
Aristotle's account of anger has three parts and Nussbaum keeps only one. The Employment Rights Act 1996 and the Equality Act 2010 divide the same ground: five provisions cut a remedy for what the claimant did about the wrong or why the claimant spoke, the declaration marks the wrong and pays nothing, and the one remedy whose whole content was that it should not happen again was narrowed by the Deregulation Act 2015.
A tribunal which refuses interim relief because the facts are disputed has identified the problem rather than answered it. Duffy v BXTR 3 Ltd t/a House of Gods [2026] EAT 119 holds that section 129(1) requires the summary assessment to be made, however sharp the conflict of evidence.
An assistant head teacher sent a message under coercion and then said nothing for eighteen months. The tribunal held that her motive could not touch an objective test. The EAT has held that objectivity describes the observer, not the evidence.
The EAT in Tarbuc v Martello Piling Ltd reminds practitioners that Section 111A protection is not a procedural 'get out of jail free' card for employers who ambush employees with settlement offers.
Comparing the Dutch system of prior regulatory permission for dismissal with the UK's ex post facto Tribunal regime.
A Watford Tribunal has awarded nearly £500,000 after 25 years of rolled-over leave. We run the numbers through our holiday pay calculator.
The EAT holds that an offer letter containing salary, start date, and benefits creates a binding contract even when expressed as 'subject to' references and right-to-work checks, those are conditions subsequent, not precedent. Three months' implied notice for a senior role.
The EAT's decision in Ms S Pal v Accenture exposes two critical errors: dismissing endometriosis claims based on demeanour, and applying Polkey reductions without evidence of what a fair process would have yielded.
A review of late December 2025 EAT judgments including Gormley (redundancy fairness) and Muda (state immunity).
Analysing the Court of Appeal's reluctant ruling in Rice v Wicked Vision Ltd, which confirms that whistleblowing claimants can pursue dual claims for unfair dismissal and detriment, following the controversial Timis v Osipov precedent.
Analyzing the Court of Appeal's decision in Hare Wines Ltd v Kaur & Anor. The judgment clarifies the application of the 'sole or principal reason' test.
In 2019 the UK’s civil service moved away from forced distributions. Why this management style is legally risky.
Breach of Contract (Wrongful Dismissal) · Causation · Constructive Unfair Dismissal (Test)