Unfair dismissal
After months of waiting, the Government has finally published the first draft of its wide-ranging Employment Rights Bill, which will make radical changes to employment law in the next few years. Now that the Employment Rights Bill has begun its progress through Parliament, we highlight the key points from the first draft for HR professionals.
During the state opening of Parliament, the Government trailed its Employment Rights Bill, which will make wide-ranging and radical changes to employment law in the coming years. In advance of the publication of the full text of the Employment Rights Bill, what do HR professionals need to know about what is in store for them?
The UK has a new Government - what are the implications for the people profession? In our recent webinar, we set out the top 10 possible employment law changes heralded by the election - and then asked attendees to tell us which of these changes were likely to have the biggest impact on their organisations. Here we count down the top three most significant proposals, as voted by HR professionals.
With a general election confirmed for 4 July 2024, senior legal editor Fiona Cuming looks at two key areas where Labour's employment law proposals, if implemented, would transform the face of employment law in the UK and have significant implications for employers.
Part-time employment judge Tina Elliott looks at how to achieve a fair dismissal when a working relationship breaks down.
Employment tribunals have been deciding coronavirus-related cases throughout 2021. We set out 10 key first-instance rulings related to the pandemic and highlight what lessons employers can learn from them.
While the focus has been on the impact of the coronavirus pandemic, HR professionals have still had their fair share of employment law cases to keep track of in 2020. We highlight seven noteworthy cases from 2020 that employers should know about.
Consultant editor Darren Newman looks at recent unfair dismissal cases, including Royal Mail Group Ltd v Jhuti, which concern the knowledge of the decision-maker and asks when the unreasonable conduct of another manager should be taken into account in deciding whether or not the decision to dismiss is fair.
Consultant editor Darren Newman looks at a recent case in which the Court of Appeal had to consider if, in sharing information from a manager's desk diary, a trade union rep had acted outside the scope of trade union activities for the purposes of the automatically unfair dismissal protection afforded by s.152 of the Trade Union and Labour Relations (Consolidation) Act 1992.
Consultant editor Darren Newman explains how the difference between the test of reasonableness in relation to unfair dismissal and the test for justification in relation to "discrimination arising from disability" led to an interesting - and important - Court of Appeal decision.
Commentary and insights: HR and legal information and guidance relating to unfair dismissal.