Automatic unfair dismissals are a set of unfair dismissals that you do not need two years of service to claim for at a tribunal due to their serious nature and they include: being pregnant or on maternity leave wanting to take family leave, for example; parental, paternity or adoption leave being a trade union member […]
The protected characteristics are defined by the Equality Act 2010 and are: age sex disability gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sexual orientation
...the employer shall not without reasonable and proper cause conduct itself in a manner calculated or likely to destroy or seriously damage the relationship of confidence and trust between employer and employee.. See Malik v BCCI (1997 IRLR)
This term is recognised in law and is indicating that you were able to cope with the things before although the final straw was what "pushed you over the edge. See Kaur v Leeds Teaching Hospitals NHS Trust (2018 EWCA Civ 978)
Sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. Typically you will find things like Health & Safety and Grievance Policy within this document.
Awards for this can made by employment tribunals and they are intended to provide compensation unrelated to financial loss; for the degree of hurt, humiliation, or distress an employee may have suffered as a result of discriminatory conduct. See HM Prison Service v Salmon (IRLR 425 EAT).
English tort law concerns the compensation for harm to people's rights to health and safety, a clean environment, property, their economic interests, or their reputations. A "tort" is a wrong in civil, rather than criminal law, that usually requires a payment of money to make up for the damage that is caused. Wikipedia.
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