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- Type:
- Employment law cases
We look at four recent discrimination cases where the tribunals upheld the claims and ordered the employers to pay compensation, including one of the highest ever discrimination awards.
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- Type:
- Employment law cases
In Slade and another v Biggs and others, the Employment Appeal Tribunal held that the tribunal had been entitled to apply the 25% Acas uplift to the awards for aggravated damages and injury to feelings, given its findings of serious pregnancy discrimination.
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- Date:
- 19 November 2021
- Type:
- Commentary and insights
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.
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- Type:
- Legal timetable
Regulations make changes in connection with information provided on early conciliation notification forms.
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- Type:
- Legal timetable
Regulations clarify that reasonable notice must be given of the date of a preliminary hearing.
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- Type:
- Interactive flowcharts
Use this flowchart to deal with the practical and legal issues involved in responding to an employment tribunal claim, including preparing the grounds of resistance.
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- Date:
- 4 May 2021
- Type:
- Commentary and insights
With organisations and claimants often waiting months and years for an outcome at an employment tribunal, judicial mediation could help both parties reach a settlement much sooner than they would if their case progresses to a final hearing. Alan Lewis highlights some of the benefits.
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- Type:
- Policies and procedures
A model checklist to use when holding an initial settlement discussion with an employee who is subject to a performance improvement procedure, or has reached the stage when a performance improvement procedure is about to be invoked.
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- Type:
- Policies and procedures
A model checklist to use when holding an initial settlement discussion with an employee who is subject to a disciplinary offence.
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- Type:
- Policies and procedures
A model checklist to use when holding an initial settlement discussion with an employee who has been placed at risk of redundancy.