Employment
Claridge v Daler Rowney [2008] IRLR 672
For the purposes of constructive dismissal, it is necessary that the conduct complained of must be calculated to destroy or seriously damage the employment relationship. The employee must be entitled to say: “You have behaved so badly that I should not be expected to have to stay in your employment”. The employee will not be able to satisfy that test unless the behaviour is outside the band of reasonable responses.
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Jonathan Fisher KC highlights that it now accounts for around 40% of criminal offences, with roughly 70% involving technology, and argues that the UK cannot simply prosecute its way out of the problem. Detection, investigation and prosecution all require improvement, while different fraud types demand tailored responses.
