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In the case of Gwynedd Council v Barratt [2021] EWCA Civ 1322 the Court of Appeal has upheld an employment tribunal's finding that a local authority was liable for the dismissal of two teachers at a community school by reason of redundancy despite the decision being taken by the governing body.

Employers are under a duty to make reasonable adjustments to help disabled employees return to, or remain at work.

All three will require secondary legislation to bring them into effect. At this moment the delivery of these new instruments is tabled to happen ‘in due course' and it seems likely delivery...

As we move into the second half of the year, and with the Labour Government announcing many financial changes which are likely to significantly impact the workforce, many businesses are feeling the pinch and are exploring.

In the recent case of Readman v Devon Primary Care Trust [2011] the Employment Appeals Tribunal overturned a decision made by the Employment Tribunal and concluded that an employee can reasonably refuse an offer of suitable alternative employment.

A recent Court of Appeal decision confirmed that a redundancy dismissal without appeal will not always be unfair. In Gwynedd Council v Barratt and another [2021] it was held that the absence...

Multi-site employers now face months, if not years, of uncertainty as a result of the Court of Appeal's decision this week to refer to the European Court questions over the meaning of "establishment" in the rules relating to collective redundancy consultation.

In November 2022, after the change of Prime Minister in the UK, we reported on a number of equality measures, introduced by way of Private Members' Bills, for which the Government...

We previously reported on the Job Retention Bonus, albeit until recently little was known of the detail about how the bonus would be claimed and awarded.

Administrators across the nation will breathe a sigh of relief at the recent Supreme Court clarification that they won't be criminally liable for the failure of a company...

April 2021 sees an increase in a number of rates and limits of relevance to employers, including compensation for unfair dismissal, redundancy pay, national minimum wage, statutory sick pay and statutory family leave pay.

The tax treatment of termination packages is a complex issue. Paul Tucker explains why many firms could be due a NI refund.

At the start of every April, the UK government revises certain rates and limits in respect of employees and may also make other changes to employment law.

Employers are obliged to notify the Redundancy Payments Service ('RPS') (acting on behalf of the Secretary of State) via an 'HR1' form if they are proposing to dismiss as redundant 20...

Last week, the Employment Appeal Tribunal issued its judgment in the case of University of Stirling -v- University and College Union, concluding that the expiry of a fixed-term contract does not trigger the collective consultation obligations under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992.

In difficult trading conditions employers may be forced to consider adjustments to pay or bonuses as a means of ensuring the company’s survival.

TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006. This provides protection for employees whose employer...