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Sweden: A dismissal of an employee was declared invalid due to a close connection with the employee’s upcoming parental leave

The case concerned whether the termination of an employee’s employment contract was due to redundancy or whether it was related to the employee’s application for parental leave. The Court found that the dismissal of the employee had a close connection in time with the employee’s filing for parental leave and that the dismissal was in breach of the non-discrimination principle of the Swedish Parental Leave Act.

UK: Disability discrimination – whether a condition is likely to result in a substantial adverse effect on normal day-to-day activities

The EAT considered the employee’s argument that type 2 diabetes should be treated as a progressive condition and therefore a disability under the Equality Act 2010. In assessing whether the condition was likely to result in a substantial adverse effect on normal day-to-day activities the EAT said, even if there is a small possibility of the employee’s condition deteriorating in the future, that may result in the employee having a disability.

UK: Gross negligence by a failure to act may justify dismissal without notice

In a claim by a Regional Operations Manager for wrongful dismissal, the Court confirmed that gross negligence can amount to gross misconduct, justifying dismissal without notice. However, there will only be limited circumstances in which an employee’s failure to act justifies summary dismissal if they did not intend to act contrary to, or to undermine, the employer’s policies.