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- Type:
- Quick reference
A table containing links to government websites providing online calculators and interactive guidance for employers.
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- Type:
- Employment law cases
The Employment Appeal Tribunal has held that a voluntary redundancy scheme that provided different severance payments for two different age groups of employees was not age discriminatory because the differential treatment was justified.
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- Type:
- Employment law cases
Victoria Bell is a managing associate and Chris McAvoy, Poppy Fildes, Rosie Kight and Helen Samuel are associate solicitors at Addleshaw Goddard LLP. They round up the latest rulings.
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- Type:
- Employment law cases
The employment tribunal held that the employer discriminated against the claimant on the ground of age by making him redundant because he was close to retirement. The tribunal drew an inference of age bias against the claimant from workplace banter related to age, including colleagues nicknaming him "Yoda".
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- Type:
- Employment law cases
Carly Mather, Lydia Newman and Amy Ross-Sercombe are associates and Amanda Steadman is a professional support lawyer at Addleshaw Goddard LLP. They round up the latest rulings.
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- Type:
- Employment law cases
The Employment Appeal Tribunal has provided a reminder of how "establishment" should be defined for the purposes of consulting collectively on redundancies under s.188 of the Trade Union and Labour Relations (Consolidation) Act 1992.
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- Type:
- Quick reference
A table setting out the automatically unfair reasons for selection for redundancy.
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- Type:
- Employment law cases
Georgina Kyriacou and David Malamentenios are partners and Sandra Martins, Colin Makin and Krishna Santra are associates at Colman Coyle Solicitors. They round up the latest rulings.
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- Date:
- 26 September 2012
- Type:
- Employment law cases
In Woodcock v Cumbria Primary Care Trust [2012] IRLR 491 CA, the Court of Appeal held that the employer was justified in issuing a redundancy dismissal notice to an employee prior to formal consultation so as to avoid his remaining in its employment until his 50th birthday.
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- Date:
- 13 September 2012
- Type:
- Employment law cases
The Employment Appeal Tribunal has held that the tribunal was correct to find that the respondent did not have an economic, technical or organisational (ETO) defence in respect of the two claimants, who were dismissed as a result of harmonisation following a post-TUPE transfer redundancy process.