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- Type:
- Leading practice guides
Enhanced to include additional information on the types of support that are of value to exiting employees.
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- Type:
- Leading practice guides
Enhanced to include additional information on the factors to consider when selecting an outplacement provider.
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- Type:
- Leading practice guides
Enhanced to include additional information on alternative sources of assistance for exiting employees.
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- Type:
- Leading practice guides
Enhanced to include additional information on the importance of assisting exiting employees.
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- Date:
- 14 March 2022
- Type:
- Commentary and insights
HR professionals must ensure that their organisation is on top of the raft of employment law developments in April 2022. These changes include rises in national minimum wage rates, gender pay gap reporting deadlines, increases to statutory redundancy pay and maternity pay, and the end of HMRC's IR35 enforcement "grace period".
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- Type:
- Employment law cases
We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.
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- Type:
- Employment law cases
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
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- Date:
- 25 January 2022
- Type:
- Podcasts and webinars
We highlight key cases due to be decided in 2022 and discuss their impact on HR. These include cases on: vicarious liability, holiday pay, agency workers, compulsory retirement ages, and coronavirus-related health and safety cases. We will also be reflecting on the key decisions from last year and look forward to the case law trends likely to emerge this year.
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- Type:
- Employment law cases
In Hope v British Medical Association, the Employment Appeal Tribunal held that the tribunal was entitled to find that the employer had acted reasonably in dismissing the employee for bringing vexatious grievances and refusing to either pursue or withdraw those grievances.
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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.