An employee of a food manufacturing business was dismissed because agreement could not be reached on changes to her terms and conditions of employment. The changes to terms and conditions related to the composition of the employee’s hourly rate of pay.
How we helped
We worked with the employer to defend the employment tribunal claim and present the argument that the dismissal was fair for some other substantial reason on the basis that the employee had refused to accept a change to her terms and conditions of employment. At the employment tribunal we conducted advocacy on the employer’s behalf.
The employment judge dismissed the claim. He concluded that the employer had a fair reason for dismissal, namely a business reorganisation for which the employer had a sound business reason and that the decision to dismiss the employee for this reason had been fair.
Posted on August 29, 2018