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Polkey v AE Dayton Services Ltd [1987] UKHL 8 is a UK labour law case, concerning unfair dismissal, now governed by the Employment Rights Act 1996.. The phrase 'Polkey deduction' has become a standard concept in UK Employment Tribunals, as a result of this case and later ones, meaning that even if a Tribunal decides a dismissal was unfair, it must separately decide whether the compensatory ...
Lord Kerr for the Supreme Court (Lord Hope, Lord Saville, Lord Walker and Lady Hale) held that because the Employment Rights Act 1996 section 97 is part of an employees’ charter of rights, about which people must be properly informed, that the employer’s communication of dismissal was ineffective until Miss Barratt was actually told ...
Iceland Frozen Foods Ltd v Jones. Iceland Frozen Foods Ltd v Jones [1983] ICR 17 is a UK labour law case, concerning unfair dismissal, now governed by the Employment Rights Act 1996 .
Previous statutes, dating from the Contracts of Employment Act 1963, included the Redundancy Payments Act 1965, the Employment Protection Act 1975 and the Wages Act 1986. It deals with rights that most employees can get when they work, including unfair dismissal, reasonable notice before dismissal, time off rights for parenting, redundancy and ...
Williams v Compair Maxam Ltd [1982] ICR 156 [1] is a UK labour law case, concerning unfair dismissal, now governed by the Employment Rights Act 1996 .
R (Seymour-Smith) v Secretary of State for Employment [2000] UKHL 12 and (1999) C-167/97 is a landmark case in United Kingdom labour law and European labour law on the qualifying period of work before an employee accrues unfair dismissal rights. It was held by the House of Lords and the European Court of Justice that a two-year qualifying ...
The Court of Appeal reversed the Tribunal and held that Mr Sharp had not been constructively dismissed at all. Lord Denning MR noted that there was a dispute about how to assess what was a constructive dismissal, partly as Megaw LJ in Turner v London Transport Executive [1977] ICR 952, 964, said that the test for whether there was a dismissal under what is now the Employment Rights Act 1996 ...
The House of Lords held that while Mr Johnson had been dismissed unfairly there could be no compensation for the manner of Mr Johnson's dismissal if that would exceed the statutory scheme laid out in the Employment Rights Act 1996 and the accompanying limits on compensation that could be sought through the system of employment tribunals. While ...