Nick’s review of recent cases starts with a case on whether a dismissal for failing to follow an instruction to relocate is a redundancy or misconduct dismissal. In the second case the employer took into account expired disciplinary warnings to justify dismissing the employee, and in the third case gig workers score another victory over gig employers. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick’s first three cases for 2017 start with a case on disability discrimination which will probably worry employers. He also reviews an unfair dismissal ruling about the relevance of prior final warnings, and an instructive whistleblowing case. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick identifies the top 10 employment cases for 2016 and why they are important, and looks ahead to 2017 and some of the key cases coming up. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick’s review of three recent cases covers restrictive covenants in a business sale document, breast feeding at work and the Working Time Regulations. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick looks at the recent Uber case, which is being hailed as a key case on the gig economy, plus a case on an alleged discretionary bonus and whether a neutral ill health policy could be challenged as discriminatory by a disabled employee. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick takes a look at two recent cases and a change in Employment Tribunal procedures. One case looks at how similar activities must be for a service provision change under TUPE to happen. The second case looks at the ASDA equal pay case and recent developments in that litigation. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick looks at three cases. The first deals with the ability of a Tribunal to overturn an otherwise valid compromise agreement if one party lacked mental capacity to enter that agreement. The second case looks at justifying the application of a sickness absence policy to a disabled employee. The final case looks at differential pay for men and women on shared parental leave. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

In a special podcast to mark our 100th anniversary, Nick looks back at the series so far, and what he has learned by doing the series. A video version of the podcast is available via YouTube - http://bit.ly/2cPT4zV. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

Nick’s review of recent cases looks at two EAT cases. The first looks at what happens when an employee’s appeal against a decision to dismiss him is successful but the employee is dissatisfied with the outcome. Secondly, the EAT has considered the differences between without prejudice rules and s111A ERA. Finally the ECJ has decided that a claimant who did not intend to take up the job being applied for was not able to claim discrimination for the refusal to offer that job. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.

In our 100th episode Nick looks at a case involving allegedly discriminatory work rosters, a case which is going to cause challenges for employers of disabled employees and a case which makes further comments on the role of HR in disciplinary processes. To follow Nick on Twitter, please go to Nicholas Robertson@NicholasRober11.