EAT Practice and Procedure: Case Management; Unfair Dismissal: Reason For Dismissal Including Substantial Other Reason
In deciding that the employee’s dismissal was for redundancy, the ET rejected his case that redundancy was a sham. Evidence as to what passed between the parties between the date of notification of redundancy and the termination at the end of the notice period of the contract of employment, was excluded, as was other evidence. The appeal, largely based on an attack on these exclusions, was dismissed. Although evidence of events after the employee has been told that he is dismissed on notice may be relevant to the reason for the dismissal, on analysis of the evidence which the employee wished to call but was not permitted to call, it was irrelevant or could not have made any difference to the ET’s conclusions.
Judges:
His Honour Judge Burke Qc
Citations:
[2006] UKEAT 0673 – 05 – 2102, UKEAT/0673/05
Links:
Jurisdiction:
England and Wales
Citing:
See Also – Symphony Group Plc v Hussey EAT 15-Oct-1992
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Lists of cited by and citing cases may be incomplete.
Employment
Updated: 02 September 2022; Ref: scu.240236
