The Employment Tribunal’s reserved judgment in Crawford-Thomas v Collinson (Central Services) Limited offers a useful reminder that a genuine business case for redundancy is not,
Earlier this month, the Government published its response to the consultation on strengthening remedies for breaches of the collective redundancy consultation rules. Alongside that, it
The Court of Appeal has held that a fair redundancy process requires individual consultation to take place at a point when the employee still has
On 10 October 2024, the Government published the Employment Rights Bill, which will take forward many of its proposals for workplace reform. In the second
In the recent case of Lovingangels Care Ltd v Mhindurwa, the EAT upheld a decision that a dismissal was unfair because the employer failed to give
The Government has backed a Private Members’ Bill which plans to expand special protection in redundancy situations to pregnant employees and those returning from maternity, adoption and shared parental leave.
Redundancies have always been a way of life in the City, but in the current economic climate, the spectre of redundancy can be especially worrying. In the last few weeks alone, there have been reports that major employers such as Credit Suisse and Meta are restructuring. In this article we set out how to put your best foot forward in this worrying situation.
In Mogane v Bradford Teaching Hospitals NHS Foundation Trust and anor the EAT held that redundancy consultation must commence at the formative stage of the process in order to be meaningful.
In the recent case of Coulson v Rentplus Ltd, the Employment Appeal Tribunal upheld a decision that the Acas Code of Practice on Disciplinary and Grievance Procedures applied to a sham redundancy dismissal that was tainted by discrimination.
The decision to make employees redundant is never easy and care needs to be taken to follow a lawful process in order to avoid the risks and costs of potential claims, particularly unfair dismissal.
In the recent case of Shipp v City Sprint UK Limited an Employment Tribunal unanimously held that a senior employee was unfairly dismissed, harassed and discriminated against on the grounds of maternity/pregnancy and sex.
In the recent case of Gwynedd Council v Barratt the Court of Appeal confirmed that, on its own, the absence of a right to appeal against dismissal for redundancy does not make it unfair. However, it is one of the factors to be considered when determining the overall fairness of the dismissal.
