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- Type:
- Employment law guide
Updated to reflect the increase in the maximum weekly amount used to calculate payments due by the Secretary of State in the event of an employer’s insolvency, effective from 6 April 2025.
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- Type:
- Employment law guide
Updated to reflect the rise in compensation limits in cases of unfair dismissal, effective from 6 April 2025.
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- Type:
- Legal timetable
The rates of statutory redundancy pay and employment tribunal award limits increase.
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- Type:
- Quick reference
Updated to set out the protected period for employees on neonatal care leave, as well as those who have recently returned from a continuous period of six weeks or more neonatal care leave.
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- Type:
- Legal timetable
Updated to reflect the publication of the Government's response to its consultation on increasing the maximum protective award period, which was published on 4 March 2025.
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- Type:
- Editor's choice
Updated to include detail on our upcoming webinar on ethnicity data disclosure.
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- Type:
- Employment law guide
This guide highlights the right of employees who have informed their employer that they are pregnant, as well as those who are made redundant during, and for a prescribed period after, certain types of family-friendly leave to be offered suitable alternative employment.
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- Type:
- Employment law guide
This guide explains how, while redundancy is a potentially fair reason for dismissal, the fairness of a redundancy dismissal is ultimately determined by considering whether the employer's decision to dismiss an employee, plus the way in which the employer reached and implemented that decision, is fair.
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- Date:
- 10 February 2025
- Type:
- Survey analysis
Research from Brightmine looks at voluntary resignation and overall labour turnover rates at UK organisations, as well as exploring how workplaces are managing resignation levels.
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- Date:
- 6 January 2025
- Type:
- Commentary and insights
In 2025, HR professionals face the unique challenge of dealing with business-as-usual employment law changes, such as increases in statutory maternity, paternity and sick pay, while also beginning their preparations in earnest for the looming Employment Rights Bill. We look at what HR needs to do to meet its employment law obligations and prepare for the coming year