Dismissal

New and updated

• Type:

  FAQs

  Can trade union representatives be the appropriate representatives for collective redundancy consultation purposes where the affected employees are not union members?

• Type:

  FAQs

  What happens if employees invited to elect representatives for collective redundancy purposes fail to do so?

• Type:

  Employment law cases

  Case round-up

  Annabel Mackay, managing associate at Addleshaw Goddard, detail the latest rulings.

• Type:

  FAQs

  Are employers obliged to accept applications for voluntary redundancy?

• Type:

  FAQs

  Is an employee who is accepted for voluntary redundancy entitled to a statutory redundancy payment?

• Type:

  FAQs

  Where an employee has taken voluntary redundancy, is the employer prevented from re-employing them in the future?

• Type:

  Employment law cases

  Case of the week: Sex and pregnancy discrimination and constructive dismissal

  This week's case of the week, provided by DLA Piper, covers sex and pregnancy discrimination and constructive dismissal.

• Type:

  FAQs

  Can an employee claim unfair dismissal if they have resigned?

• Type:

  Letters and forms

  Letter notifying at risk employees that, due to voluntary redundancies, no compulsory redundancies are necessary

  A model letter to notify employees at risk of redundancy that, as a result of voluntary redundancies, no compulsory redundancies are necessary.

• Type:

  Letters and forms

  Letter inviting employee to second meeting to discuss their provisional selection for redundancy (individual consultation)

  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.