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- Type:
- Employment law guide
Updated to include information on Nelson v Renfrewshire Council, in which the EAT considered if an employee's failure to exhaust the grievance procedure was a relevant factor in a constructive unfair dismissal claim.
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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.
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- Type:
- Letters and forms
A model letter inviting an employee to a stage 2 formal performance management meeting.
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- Type:
- Letters and forms
A model letter notifying an employee that their stage 2 formal performance management meeting is to be rescheduled.
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- Type:
- Letters and forms
A model letter to put in place a further performance improvement programme following a stage 2 formal performance management meeting.
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- Type:
- Letters and forms
A model letter following a stage 2 formal performance management meeting to inform an employee that they have successfully completed an improvement programme and that no further action is required.
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- Date:
- 18 July 2024
- Type:
- Commentary and insights
During the state opening of Parliament, the Government trailed its Employment Rights Bill, which will make wide-ranging and radical changes to employment law in the coming years. In advance of the publication of the full text of the Employment Rights Bill, what do HR professionals need to know about what is in store for them?
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- Date:
- 16 July 2024
- Type:
- Podcasts and webinars
Bags for life, tea containing a surprising substance and more: Susie Munro, senior legal editor at Brightmine, discusses four recent employment tribunal cases where employees were dismissed for misconduct after making what they said were mistakes.
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- Type:
- Employment law cases
In Valimulla v Al-Khair Foundation, the Employment Appeal Tribunal (EAT) held that a redundancy dismissal was unfair because consultation took place after the decision had already been made to have a redundancy pool of one.