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How employers can protect themselves against unfair dismissal claims when selecting employees for redundancy from a pool has been highlighted in a recent case.

The case of Thermascan v Norman centred around the statutory duty set out in the Companies Act 2006 s.175(1), which relates to the duty a director of a company has to avoid conflicts of interest.

April 2016 sees a number of important changes to employment rates with the introduction of the National Living Wage ('NLW') and increases to compensation and redundancy limits.

Readers may recall our earlier report on the case of Moran and others v Ideal Cleaning Services Ltd which dealt with the scope of the Agency Workers Regulations 2010 (the AWR).

The Confederation of British Industry (CBI) has published a comprehensive report that recommends a raft of new measures.

This month we cover some of the most interesting and useful employment tribunal and Employment Appeal Tribunal judgments published in the last few weeks.

There have been many updates and tweaks to the Coronavirus Job Retention Scheme (CJRS) over recent months.

Continuing with the running theme of government consultations that have emerged over the course of July, the government last week released its response to the consultation on pregnancy

‘Last in first out' has for some time been discredited as a means of making selections for redundancy.

In Morgan v The Welsh Rugby Union, the Employment Appeal Tribunal (‘EAT’) made an important distinction between the established, objective process employers should adopt when selecting employees for redundancy, and the less stringent procedure they are permitted to follow when considering potentially redundant employees for a genuinely new role.

Employment Relations Minister, Jo Swinson, yesterday announced the following proposed changes to collective redundancies rules in redundancy situations

There have been two interesting cases on collective consultation in recent weeks.

Since 2003, in the region of 20,000 army reservists have been mobilised with very few employment disputes being raised.

The Employment Appeal Tribunal (EAT) has considered whether three individuals had acted reasonably in refusing ‘suitable alternative employment' when their roles were redundant.

Parents and carers will now have additional protections as three Government-back Private Members' Bills received Royal Assent on 24th May 2023.

2025 is set to be a demanding year for UK employers with a multitude of significant reforms on the horizon. While most Employment Rights Bill changes won't take effect until 2026...

The Inner House of the Court of Session has agreed with the Employment Appeal Tribunal that the Employment Tribunal was wrong when it found that the expiry of fixed term contracts should be included when calculating the number of employees the employer was proposing to dismiss as redundant for collective consultation purposes (UCU v The University of Stirling).