A model letter to invite an employee to a second individual consultation meeting after the employee has had an opportunity to digest what was discussed at the first individual consultation meeting.
A model letter to inform an employee provisionally selected for redundancy that their role is safe due to representations made during the consultation process.
This case serves as a warning to employers always to calculate redundancy selection scores carefully, as mistakes can render a dismissal unfair even if they are identified only after the employee's appeal.
A dismissal where the reason (or the principal reason) is an employee's jury service will be automatically unfair, regardless of the employee's length of service, as this case demonstrates.
An employee's workplace prank can undermine the employer's trust and confidence in him or her, and warrant summary dismissal, as this case demonstrates.
A model letter when your redundancy consultation and selection procedure has closed to inform employees no longer at risk of redundancy that their jobs will remain.