I know that we, employment lawyers, bang on about the importance
of employers ensuring that their contractual terms and policies are
clear and up-to-date. In an attempt to show that this is not simply
motivated by a desire to generate additional work (at least, not
entirely) I want to use this article as an opportunity to flag-up a
few practical examples of why this is so important, supported by
recent court and tribunal cases as illustrative examples.
Enough is Enough
We are increasingly coming across cases of employees, having
raised a grievance and having been disappointed with the outcome,
following it up with a number of additional grievances and appeals.
This often results in management starting to question whether the
underlying trust and confidence necessary for a productive
employer-employee relationship has irretrievably broken down. There
has recently been a line of cases that have reiterated the fact
that it is a risky strategy for employers facing such
