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The Trade Union and Labour Relations Act 1992 states that collective consultation obligations apply where an employer is proposing to dismiss as redundant 20 or more employees "at one establishment".

Where collective redundancy consultation obligations kick in, the consultation must take place with "appropriate representatives".

Failure to comply with the obligation to inform and consult employee representatives about collective redundancies can lead to a protective award of up to 90 days’ pay per employee being awarded.

This case concerned the collapse of the national high street retailers Woolworths and Ethel Austin, which resulted in large-scale redundancies and store closures.

In unfair dismissal cases, the following figures will apply where the effective date of termination of the employee...

The 2009/2010 Acas report has been released, and shows that the conciliation service:

The new limits for unfair dismissal awards and redundancy pay are...

The Government has announced new protection for furloughed workers who are made redundant during their furlough leave.

The Government is consulting on reducing the minimum consultation period for redundancies involving 100 or more employees within 90 days at one establishment.

When an employer is contemplating making collective redundancies, it is required to consult with unions or elected representatives of employees about a number of issues, including ways of avoiding the dismissals.

Do employers have to hold a selection process if all members of a pool are redundant? Fortunately for businesses, the Employment Appeal Tribunal has said no.

In the recent case of Kraft Foods UK Ltd v Hastie, the EAT held that a redundancy payment scheme, which provided that employees should not receive more than the total salary they would have earned had they worked until retirement, was a proportionate means of achieving a legitimate aim and therefore did not amount to unlawful age discrimination.

In "Fulcrum Pharma v Bonassera and HR Advantage" the EAT considered when it might be appropriate to include a subordinate employee in the 'pool' for selection for redundancy and whether employees should be consulted over who should go in the 'pool' in the first place.

It is quite common for a prospective buyer of a business, who does not need all the transferring employees, to ask the seller to carry out the redundancies before the transfer takes place.

Mr Bayfield and Mr Jenner were creative directors at Wunderman Thompson (UK) Ltd. After its gender pay gap report for 2017 was published, showing gender pay gap figures that indicated...

In this issue we look at some of the key employment law developments that have taken place over the past month. In particular, we examine: an employee pursuing a claim despite an illegal employment

The long-awaited Health and Care Bill 2021 has finally been introduced to parliament. The Bill paves the way for a new system of healthcare (integrated care systems)...

With a growing number of areas being placed into local lockdowns under the Government's 3 tiered COVID alert system, what support will be available for businesses