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- Type:
- Employment law cases
In De Bank Haycocks v ADP RPO UK, the Court of Appeal restored the tribunal's decision that the redundancy dismissal was fair and held that "general workforce consultation" is not necessary where the collective consultation requirements do not apply.
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- Date:
- 24 October 2024
- Type:
- Podcasts and webinars
In this webinar, Brightmine legal editors Stephen Simpson and Zeba Sayed explain what the changes are going to be, what employers can do now to begin preparing and the potential timelines for implementation.
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- Date:
- 18 October 2024
- Type:
- Survey analysis
The first draft of the Employment Rights Bill was published on 10 October - just ahead of 100 days into the new Labour Government. We take an early look at how HR is reacting to the changes included in the Bill.
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- Type:
- How to
Updated with details of what to do if an employee is unable to prove their right to work due to a technical issue.
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- Date:
- 17 October 2024
- Type:
- Commentary and insights
Through the words of HR, we explore how organisations are moving forward following the end of their redundancy processes and understand what they feel could be done differently to improve things for the future.
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- Date:
- 17 October 2024
- Type:
- Survey analysis
New research from Brightmine has found that more than half of responding organisations have made redundancies in the last 12 months. This analysis explores how organisations are navigating their approach to redundancies, as well as providing key metrics on the scale of the changes being made.
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- Type:
- FAQs
If a group of employees is refusing to work with a colleague, the employer should investigate the reason ...
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- Type:
- FAQs
Updated to reflect the latest employment tribunal statistics.
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- Type:
- Employment law cases
We look at four employment law cases where the employee was successful and the tribunal ordered the employer to pay substantial compensation in three of them.
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- Type:
- Letters and forms
A model letter issuing a final written warning following a stage 2 formal performance management meeting, where it has been decided that no further support should be given or adjustments made.