| The case of Anwar v Cambridge Housing Authority | | | | however, the appeal was dismissed. |
| [2007], concerned an employee who was asked to | | | | It was held that although a different employment |
| accept changes to the terms of her employment | | | | tribunal might have come to a different conclusion |
| which would have been very detrimental to her. The | | | | would not amount to an error of law. In this case, on |
| employee subsequently brought proceedings against | | | | the evidence before it, the tribunal had been entitled |
| her employer alleging unfair dismissal. | | | | to come to the conclusion that it had. The tribunal |
| The employer denied the fact that the employee had | | | | had heard and saw the relevant witnesses and |
| been unfairly dismissed. Furthermore, the employer | | | | reviewed the appropriate evidence before it. It was |
| contended that the employee had been dismissed | | | | therefore entitled to reach the conclusion that it had. |
| because she had refused to accept essential changes | | | | It was also held that the tribunal had not erred in law. |
| to her terms and conditions of employment following | | | | If you require further information please contact us |
| an extended period of consultation. The employer | | | | at or Visit |
| felt that this was a substantial reason to dismiss her, | | | | © RT COOPERS, 2007. This Briefing Note does |
| and therefore the dismissal was justified. | | | | not provide a comprehensive or complete statement |
| Upon hearing the case, the employment tribunal | | | | of the law relating to the issues discussed nor does it |
| found that the employee had been unfairly dismissed. | | | | constitute legal advice. It is intended only to highlight |
| The employer then appealed on the grounds that the | | | | general issues. Specialist legal advice should always be |
| tribunal had misdirected itself in law and fact, | | | | sought in relation to particular circumstances. |