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As details of those involved in the recent rioting start to emerge, some employers might decide they no longer want to employ those who are implicated in criminal activity particularly where their identities have been revealed in the press.
Whether you can dismiss an employee involved in the rioting will depend on whether you can establish a sufficient connection between the conduct and the employee’s job. So while a retailer might be able to fairly dismiss an employee filmed looting a shop, the case of a non-retail worker may be more difficult to justify.
A fair dismissal procedure, in line with the ACAS Code, should always be followed.
Break rights have proved a fertile source of litigation over the last few years. Courts have consistently required strict compliance with the terms of those rights.
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Judgement has been handed down for the seminal case of Cardtronics UK Ltd and others (Respondents) v Sykes and others (Valuation Officers) (Appellants) [2020] UKSC 21.
Following an MP debate on 5 November 2019, the government is due to release long-awaited guidance as to how it intends to protect workers in the retail industry against violence, harassment and abuse.
Some commentators had anticipated that persisting retail sector challenges might disrupt more than the make-up of the high street or commercial property negotiations between landlords and tenants.
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