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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:
- 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
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- Date:
- 6 December 2024
- Type:
- Commentary and insights
The Employment Rights Bill packs 28 imposing employment law reforms into its 158 pages. While HR professionals await the substantive details needed to flesh out the Bill, we outline the key policies that you will need to update and an overview of what those updates might involve.
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- Type:
- Employment law cases
In Ogden v Booker Ltd, an employment tribunal held that the employee's dismissal for gross misconduct was unfair due to procedural flaws and a toxic workplace culture that lacked managerial enforcement of dignity at work standards.
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- Type:
- Employment law guide
This resource is kept under review and updated in line with developments.
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- Type:
- Leading practice guides
Enhanced with data from Brightmine redundancy research on how the impact of redundancies is assessed.