I frequently give advice to employers about the risks of not following scrupulously fair disciplinary procedures, even in cases which look like a slam-dunk. Occasionally they look on me with eyes of disbelief as I explain that following procedures avoids unanticipated future problems. Then every so often a case comes along that proves the point.
As part of your response to the coronavirus (COVID-19) pandemic, you may have taken steps to discourage all but essential visitors to your place of work, but to collect data about those individuals that you have met. For the great majority of us, there is no law that says you must. Collecting data like this is voluntary, but if you do collect it, then the next question is, what should you do with it.
It is commonplace when an employee leaves his old employer to join a competitor, in breach of an arguably unenforceable restrictive covenant, that the old employer threatens to sue not only the transferring employee, but also the new employer.
I am sure that many people will have seen the story in the press about the receptionist who was sent home for refusing to wear high heels. When she arrived at work wearing flat shoes, she was referred to the dress code and told to go home without pay unless she was prepared to wear shoes with a heel of between 2 and 4 inches. She refused and was apparently then sent home. The question that this has raised is whether this is lawful.