Are they necessary and what are the potential issues that can arise when introducing a dress code in the work place?

When is dismissal a valid first and final disciplinary sanction? In a recent case (UD 1525/2012) a customer service rep for a waste re-cycling company who had used expletives and offensive language with her colleagues was awarded €12,500 for unfair dismissal

An employee was successful in her recent claim for unfair dismissal on grounds of constructive dismissal because her employer failed to deal with complaints of bullying she had raised against a colleague.

Entitlement to paid Force Majeure leave is often misunderstood by both employers and employees and is only available in very limited circumstances and for a limited number of days.

Whilst we are not experiencing the same level of redundancies of late as in recent years the EAT still takes a dim view of employers who don't fall due process and procedure when terminating employment due to redundancy.

Probationary periods are a very useful tool and an important part of the selection process, provided used properly. However, their mis-use can be costly. Learn some useful tips to avoid problems in this area.

A fair ground operator who was dismissed for using his mobile phone whilst operating a fairground ride was unfairly dismissed and awarded €4,000.

Whilst some of the more interesting cases that I report on relate to employers losing unfair dismissal cases in the EAT, there are also plenty of cases where employees are not successful in bringing an unfair dismissal claim. Here are two of them for your review.

As the fifth bank holiday of 2014 approaches, I thought it would be useful to remind you about how public holiday entitlement applies to employees.

The EAT recently refused a preliminary application from a claimant in an unfair dismissal case to have the proceedings recorded by an Iphone App and said it would undermine the integrity of how they conduct hearings within an informal atmosphere.