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Yes, the refusal of a contractual right to a four week trial period in an alternative role is very likely to lead to an unfair dismissal (EAT).

Two recent employment tribunal cases have provided helpful guidance on making redundancies during the operation of the Coronavirus Job Retention Scheme (CJRS).

In Readman v Devon Primary Care Trust UKEAT/0016/11/ZT, the EAT have re-visited how to determine whether an employee has acted unreasonably in refusing suitable alternative employment so that they forfeited their right to statutory redundancy pay.

The Citizen’s Advice Bureau (CAB) has reported that the number of people seeking advice on redundancy issues has risen sharply in recent months as a result of the current economic downturn.

The first phase of the Scheme (the Original Scheme) was announced by the Chancellor on 20 March 2020 to pay 80% of employee wages up to a cap of £2,500 per month.

In the current climate it is inevitable that some businesses will not be able to maintain the existing staff levels. However making job losses is never easy and any redundancy programme should be implemented with care. Here are some guidelines for businesses in this position.

The compensation limits applying to certain employment claims will increase with effect from 6 April 2021. The rates of Statutory Maternity Pay, Statutory Paternity Pay...

Yesterday afternoon the House of Lords debated the Employment Rights Bill once again and, once again, five Government motions were defeated with the Lords insisting on their 28 October amendments...

In the April Budget the Government announced a one-off increase in statutory redundancy pay by increasing the weekly pay limit to £380 from £350.

With multiple new and amended family friendly rights in force from April, it is no surprise that new and updated guidance has been published by the UK Government, Acas and the ECHR.

As you know, for a redundancy dismissal to be fair, the redundancy process, including scoring the employee against selection criteria, must be reasonable.

It is true of most businesses that the people who they employ are at once their single biggest asset and single biggest liability.

The Superannuation Bill 2010-11 had its second reading in the House of Commons last week. If successful, the Bill will put in place measures to cap compensation payouts under the Civil Service Compensation Scheme at a maximum of 12 month’s pay for compulsory redundancy and 15 months for workers who leave voluntarily.

In R (on the application of Palmer) v Northern Derbyshire Magistrates' Court and anor, the Supreme Court has held that a company administrator appointed under the Insolvency Act 1986...

In a landmark case, the EAT has overturned a previous ET decision that denied compensation to ex-employees of Woolworths who had worked in stores with less than 20 members of staff.

In October we issued an article on the criminal charges that had been brought against the former directors of City Link Limited (in administration) for their failure to notify the Secretary of State of proposals for collective redundancies under section 193 of the Trade Union and Labour Relations (Consolidation) Act 1992.

In the recent case of Employment Appeal Tribunal (EAT) decision of Ugradar v. Lancashire Care NHS Foundation Trust UKEAT/0301/18,