-
- Type:
- Letters and forms
Use this model letter to confirm to a pregnant employee who has not commenced maternity leave and been given notice of redundancy that they have accepted an alternative position. This letter should be used only where the employee informs the employer of their pregnancy on or after 6 April 2024.
-
- Type:
- Letters and forms
Use this model letter to offer suitable alternative employment to an employee who has been given notice of redundancy during or after maternity leave.
-
- Type:
- Legal timetable
Updated to reflect that the Regulations have been finalised.
-
- Type:
- Legal timetable
Updated to reflect the increase in employment tribunal award limits, effective from 6 April 2024.
-
- Type:
- Employment law cases
In Miller v University of Bristol ET/1400780/22, the employment tribunal held that the professor's anti-Zionist beliefs are protected under the Equality Act 2010, and that his summary dismissal was an act of direct philosophical belief discrimination and unfair.
-
- Type:
- Leading practice guides
Leading practice guidance discussing how employers can engage redundancy survivors through effective communication, consultation and collaboration during the redundancy process.
-
- Type:
- Leading practice guides
Leading practice guidance discussing the practical and emotional support employers can provide to employees to help them cope with changes in the workplace as a result of a redundancy programme.
-
- Type:
- How to
Updated to reflect that the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, which will extend redundancy protection to employees returning from adoption leave, are in force from 6 April 2024.
-
- Type:
- Employment law cases
In De Bank Haycocks v ADP RPO UK Ltd, the Employment Appeal Tribunal (EAT), overturned the tribunal's decision and held that the employee's dismissal for redundancy was unfair because there was an absence of meaningful consultation at the formative stage of the redundancy process.
-
- Type:
- How to
Updated to reflect the EAT's decision in Omar v Epping Forest District Citizens Advice, which confirmed that the relevant question for heat-of-the-moment resignations is whether the employee genuinely intended to resign.