Global Employment Rulings: Courts Tighten Standards on Performance Reviews, Dismissals and Worker Rights
Published on 07/28/2026 at 18:17 | Redaktion boerse-global.de
Employment tribunals and labour courts across multiple jurisdictions have delivered a series of landmark rulings this week, reinforcing the legal obligations employers face when conducting performance reviews, handling dismissals, and applying disciplinary measures. The decisions send a clear message that transparent appraisal processes and fair treatment during probation and notice periods are not optional — they are legal requirements.
Singapore: Probation Dismissal Found Unjust Without Clear Standards
The Singapore Employment Claims Tribunal (ECT) awarded an audit manager the maximum statutory compensation of S$30,000 on July 28, 2026, after ruling that her dismissal during a six-month probation period was unjustified. The magistrate found the employer had failed to establish clear performance standards and had not conducted periodic reviews.
The tribunal highlighted that supervisors based their appraisals on subjective impressions rather than objective performance metrics, and could not justify the competency ratings given. While the employee's allegations of language-based discrimination and retaliation for whistleblowing were dismissed, the court concluded that the abrupt termination lacked just cause.
In a separate case before a Singapore District Court on the same day, a manager was ordered to pay his former employer, Aerospace Solutions Enterprises, S$36,000 plus interest for breaching his contract. The court found he had served only two months of a required six-month notice period. The judge rejected arguments that an agreement had been reached to shorten the period or that the notice requirement was unreasonably long.
These rulings underline how crucial it is to have clear, documented policies and procedures — not just for performance reviews, but for the entire workplace environment. A free Health & Safety Toolkit provides ready-to-use risk assessments, checklists, and templates that help UK employers meet their legal duties under the Health & Safety at Work Act 1974 and other key regulations. Download the free Health & Safety Toolkit
Pregnancy Discrimination and Disproportionate Penalties
The Workplace Relations Commission (WRC) in Ireland ordered Rose Finlay Pharmacy to pay €50,000 in compensation to a supervising pharmacist, Dikeledi Nkele Mushapho, who was dismissed just five weeks after disclosing her pregnancy. The award, representing approximately half her annual salary, reflects the seriousness with which Irish tribunals treat pregnancy-related discrimination.
In India, the Bombay High Court concluded a 13-year legal battle on July 28, 2026, by awarding ?8 lakh in compensation to a worker dismissed in 2013. Ananta Rajaram Walunj had been fired over a dispute involving just ?17,868 in transport allowance claims, despite 13 years of unblemished service. The court described the dismissal as "shockingly disproportionate" and ordered payment within two months, though it did not order reinstatement due to the time elapsed.
In the UK, an employment tribunal awarded £22,000 to a worker at a Nestlé factory who was dismissed for vaping in the toilets. The tribunal found the dismissal unreasonable, noting that Nestlé had no clear policy stating that vaping constituted gross misconduct, and that the employee's refusal to apologise did not justify termination.
UK Rulings Clarify Settlement Rights and Workplace Monitoring
The UK Employment Appeal Tribunal (EAT) issued a significant ruling on July 28, 2026, in the case of Gary Jeffery v Givaudan UK Ltd. The EAT clarified that a formal settlement agreement (COT3) does not extinguish a party's right to receive written reasons for a tribunal's decision. The ruling followed a case where a judge had initially refused to provide written reasons for a remedy hearing after the parties settled.
Meanwhile, the UK government is consulting on workplace monitoring technologies, with the consultation period open until September 30, 2026. The initiative explores potential regulations for AI-driven management and surveillance. Recent data suggests that one in three UK managers now use digital tools to monitor employee activity — a significant increase from levels recorded in 2023.
Staying compliant with UK employment law also means understanding your obligations under the Health & Safety at Work Act 1974. A free toolkit provides nine ready-to-use tools, including risk assessments, checklists, and a director's liability guide, to help you protect your workforce and avoid costly penalties. Get the free Health & Safety at Work Act 1974 Toolkit
Regulatory Updates: New York and the UK
In New York City, amendments to the Earned Safe and Sick Time Act took effect on July 23, 2026. The updated rules expand valid reasons for taking leave to include child care and legal proceedings, while introducing a new 32-hour unpaid leave bank available to employees immediately upon hire.
The UK Equality and Human Rights Commission (EHRC) has updated its Code of Practice, effective August 5, 2026. The revised code reflects recent judicial rulings on the definition of biological sex under the Equality Act 2010. While primarily addressing service providers, the code is expected to offer guidance for employers on managing single-sex spaces and the treatment of transgender employees in the workplace.
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