In 8 pages unfair dismissal is the focus of this analysis of Johnson v. Unisys and the impact it will have on employment tribunal structuring, employees, and employers.
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employee. These measures cover a variety of topics including the minimum wage, maternity and paternity leave, recognition of trade unions and the structure and procedures followed by industrial tribunals and
several of the provisions deal with unfair dismissal, how it is defined and the avenues which are open to both employee and employer.
For example, the national minimum wage is a statutory pay requirement. Employers must pay workers at or above the minimum wage, and
keep full records of salaries and wages; failure to do so carries a penalty of up to ?5,000. Employers are not allowed to discriminate against workers who have brought claims
against them under the relevant Act, or to dismiss them solely on the grounds that they have made such a claim (NMWA, 39 I).
Recent legislation has also introduced amendments to the laws covering trades union recognition. If the majority of
a workforce demonstrates its support by joining a union, or by an appropriate ballot, then that union must be recognised by the employer: the new legislation also makes it illegal
to discriminate against workers, including by dismissal, specifically on the grounds that they are union members.
The Employment Rights Act 1996 incorporates a great many provisions for the protection of employees in various areas of their contractual obligations, which fill
gaps in previous legislation where there was potential detriment to workers. For example, the provisions of the 1996 Act allow employees to contract in or out of Sunday working, but