Rowell v Hubbard Group Services Ltd [1995] UKEAT 44_94_1201 (12 January 1995)
The employer failed to conduct genuine and meaningful consultation with the employee prior to dismissal for redundancy, as required by law and good industrial relations practice, rendering the dismissal unfair.
- Citation
- [1995] UKEAT 44_94_1201
- Parties
- Appellant: Mrs Rowell; Respondent: Hubbard Group Services Ltd
- Jurisdiction
- United Kingdom
- Judgment Date
- 12 January 1995
- Procedural Posture
- Employment Appeal / Appeal From Industrial Tribunal Decision
- Outcome
- Appeal allowed; finding of unfair dismissal substituted.
- Legal Topics
- Redundancy, Unfair Dismissal, Consultation Requirements, Industrial Relations
Case Brief
Summary, issues, holding and outcome
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Parties
Mrs Rowell
Appellant
Hubbard Group Services Ltd
Respondent
Procedural Posture
Employment Appeal / Appeal From Industrial Tribunal Decision
Legal Issues
- 1 Whether the employer fulfilled its obligation to consult the employee prior to redundancy dismissal
- 2 Whether the dismissal was fair in accordance with established legal principles
Ratio Decidendi
The employer failed to conduct genuine and meaningful consultation with the employee prior to dismissal for redundancy, as required by law and good industrial relations practice, rendering the dismissal unfair.
Court Disposition
Appeal allowed; finding of unfair dismissal substituted.
Orders
- Case remitted to the same Tribunal for remedy procedures.
Full Case Text
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