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In this month's episode, we will cover an introduction into managing a redundancy process. We will discuss when a redundancy process may be needed and talk through the various steps...

The latest CIPD Labour Market Outlook report shows that employer confidence has fallen again this quarter, with the net employment balance dropping to the lowest recorded outside the pandemic.

In Readman v Devon Primary Care Trust, the EAT considered whether a Tribunal was wrong to conclude that an employee was not entitled to a redundancy payment because she had unreasonably refused an offer of re-engagement.

The Employment Rights (Increase of Limits) Order 2023 has been published, which will give to effect the latest annual increase in tribunal limits.

A number of tips for employers wanting to avoid confusion when they terminate employment contracts.

The current economic downturn is forcing consumer businesses to look hard at their costs.

We have previously reported on the EAT’s decision in cases which removed the requirement for collective redundancies to be made at "one establishment".

Our interactive guide explains different types of employment status and work contract. You can use the guide to understand different sorts of working arrangement...

Employment tribunal compensation limits will increase from 1 February 2013.

The Chancellor, Jeremy Hunt, has finally delivered his Autumn Statement.

The Department for Business, Innovation and Skills (BIS) has set new compensation limits which will come into effect from 1 February 2012.

In Wrexham Golf Club Co Ltd v Ingham Mr Ingham worked as the sole bar steward at a golf club.

If an employer is proposing to make 20 or more people redundant within 90 days, the obligation to collectively

We sent out a Law-Now last week with details of the increase in a week's pay for statutory redundancy from £350 to £380.

The Court of Appeal has held that an employee who had his employment terminated on the basis that he would receive a payment in lieu of notice remained entitled to the payment, even though his employer had later discovered his gross misconduct was sufficient to warrant summary dismissal.

The recent case of Simpson v Endsleigh Insurance Services Ltd emphasises that, not only is this a misconception, but the right of a woman on maternity leave to suitable alternative vacancies is not automatic.

An employee who unreasonably rejects an offer of suitable alternative employment is not entitled to a statutory redundancy payment.