Mr Wonderful is a sole trader and operates a security firm in your jurisdiction called TL, which supplies security guards to organizations. Since the COVID-19 pandemic and due to the lockdown and curfew, business has been slow. His business depends upon maintaining amicable relationships with the clients and their workers. The TL contract with its security guards provides that the security guard must comply with all policies and procedures in the employee handbook. The employee handbook expressly requires its employees to be always courteous and pleasant. The employee handbook, prepared before the outbreak of COVID-19, also requires that employees comply with clients' health and safety requirements.

X&Y supermarket is one of TL's biggest clients, accounting for 90% of TL's revenue. In June 2021 X&Y imposed a requirement that all employees and persons working on their premises present proof of Covid-19 vaccination before renting the premises. Maurice, one of the security guards assigned to X&Y's supermarkets, refused to get the Covid-19 vaccination as a personal choice (not for medical or religious reasons). When X&Y's General Manager asked for his Covid-19 vaccination, Maurice became belligerent, telling him he was facilitating dictatorship. As a result, Maurice was banned from the premises of X&Y supermarket. TL started a disciplinary process leading to Maurice's employment being terminated for misconduct and on the basis that his ban meant he could not perform the work principally required of him to be a security guard to X&Y.

Two other employees of TL, Juan and Dixon, who work in the administrative department, are sent home in April because there is not enough work and told to return in June. When Juan and Dixon returned in June, TL informed them that there was still no work and they should return in October. Juan receives no pay during this time, while Dixon receives a small sum every other month. There was no consultation with anyone. In September, Juan and Dixon have requested to be made redundant.

TL employed Peter on a fixed-term contract for three years which expired on 31st December 2020. On 2nd January 2021, Peter reported to work, and TL continued to pay Peter for seven months. On 31st July 2021, Peter received a letter from TL's general manager, thanking him for his service to the company and wishing him well in his future endeavours. After Peter left, it was discovered he and several other employees had been passing business opportunities to a rival company that they had set up.

In July 2021, the company placed the workforce on a three-day week in an attempt to reduce costs while maintaining productivity. This reduction in hours resulted in a 1/3 decline in salary for the employees. Sara resigns by giving one month's notice. The company did not pay her last month's salary, indicating they had mistakenly paid her a bonus in 2020. Sara had suspected that she was overpaid but didn't want to question it and spent the money on a new car. She brings a claim against TL claiming dismissal.

At the end of October 2021, Mr Wonderful dies, and Sonia wishes to take over the business but does not want to have any of the employees as she hopes to make a fresh start.

Advise TL on all the issues raised in the above scenario with regards to employment law