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The Employment Appeal Tribunal has ruled that a redundancy scheme that gave more generous terms to older employees did not amount to age discrimination.

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

The Claimant was a senior manager at Samsung.

The Employment Tribunal has announced the new fee regime which should come into force in the Summer of 2013.

When the Agency Workers Regulations were brought into force amendments were made to Regulation 13 of the TUPE Regulations and the collective consultation requirements under Section 188 of TULRCA which require certain prescribed information to be provided to appropriate representatives of affected employees in advance of the transfer or in advance of any collective redundancies being made.

In this case the EAT held that Miss Hazel and her colleague Mrs Huggins were automatically unfairly dismissed in breach of regulation 7 of TUPE (transfer-related dismissals).

If an employer proposes to make 20 or more employees redundant in a 90- day period at one establishment it must consult for a minimum of 30 days with appropriate representatives of the affected employees — and for 90 days if the number of proposed redundancies is 100 or more.

The Government recently announced its support in second readings of a number of Private Members' Bills proposing reforms originally slated for the elusive Employment Bill.

This includes significant parts of the body of employment rights that has built up over the last 50 years.

All employers will be familiar with the need to follow a fair process of consultation in relation to any redundancy dismissals. But what does that mean? A recent Employment Appeal...

While much of British employment law derives from Europe, some areas are purely UK provisions. So to what extent would existing laws be affected by Brexit

Termination exercises and payments remain a contentious area of employment tax, with HMRC always keen to examine the way terminations have been handled because of the significant scope for errors to arise.

The key differences will depend on the jurisdiction in which the senior executive currently works or is otherwise familiar with.

The European Court of Justice has delivered a ruling on the issue of what happens when there is a transfer of an undertaking under the Acquired Rights Directive which involves multiple transferees.

The 16-page Beecroft report has been controversial for a number of reasons, including the fact that some employer organisations doubt whether the proposals would actually increase new hires.

Many employers will have experienced the situation whereby a senior employee leaves the company and shortly afterwards begins to solicit key clients in breach of his/her restrictive covenants.

Ms O'Farrell worked for Publicis Consultants UK Ltd in the post of Director. Her contract provided for three months' notice of termination by either party.