-
- Type:
- Employment law guide
Updated to include the increase in the maximum amount of a week's pay for calculating statutory redundancy pay, effective 6 April 2025.
-
- Type:
- Legal timetable
The rates of statutory redundancy pay and employment tribunal award limits increase.
-
- 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.
-
- Type:
- Employment law guide
This resource is kept under review and updated in line with developments.
-
- Type:
- Leading practice guides
Enhanced with data from Brightmine redundancy research on how the impact of redundancies is assessed.
-
- Type:
- Employment law cases
In De Bank Haycocks v ADP RPO UK, the Court of Appeal restored the tribunal's decision that the redundancy dismissal was fair and held that "general workforce consultation" is not necessary where the collective consultation requirements do not apply.
-
- Date:
- 24 October 2024
- Type:
- Podcasts and webinars
In this webinar, Brightmine legal editors Stephen Simpson and Zeba Sayed explain what the changes are going to be, what employers can do now to begin preparing and the potential timelines for implementation.
-
- Date:
- 17 October 2024
- Type:
- Commentary and insights
Through the words of HR, we explore how organisations are moving forward following the end of their redundancy processes and understand what they feel could be done differently to improve things for the future.
-
- Date:
- 17 October 2024
- Type:
- Survey analysis
New research from Brightmine has found that more than half of responding organisations have made redundancies in the last 12 months. This analysis explores how organisations are navigating their approach to redundancies, as well as providing key metrics on the scale of the changes being made.
-
- 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.