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- Type:
- Quick reference
Updated to take into account the increase in the cap on a week's pay with effect from 6 April 2025.
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- Type:
- Quick reference
Updated to reflect an increase in the cap on a week's pay, with effect from 6 April 2025.
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- Type:
- Employment law guide
Updated to reflect the increase in the maximum weekly amount used to calculate payments due by the Secretary of State in the event of an employer’s insolvency, effective from 6 April 2025.
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- Date:
- 2 November 2023
- Type:
- Podcasts and webinars
We look at workplace scenarios that can strike fear into the heart of the most experienced HR professionals, including issues relating to: discipline and grievances; redundancy; and new legislation.
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- Type:
- Employment law cases
The European Court of Justice has held that "pre-pack" administration, which is designed to facilitate the sale of a business as a going concern in the event of insolvency, may not prevent employees from having TUPE rights.
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- Type:
- Employment law cases
A Northern Ireland tribunal has awarded protective awards of 90 days' pay to former City Link employees over the company's failure to consult on their redundancies.
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- Type:
- Employment law cases
In DLA Piper's latest case report, the Employment Appeal Tribunal examined the TUPE provisions that mean that employees do not automatically transfer where the transferor is "under the supervision of an insolvency practitioner".
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- Date:
- 9 January 2012
- Type:
- Employment law cases
The Court of Appeal has held that the transfer from a company in administration does not lead to an exemption from automatic employee transfer under reg.8(7) of TUPE.
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- Type:
- Employment law cases
The employer in this case fell into the classic trap of burying its head in the sand and failing to consult collectively with employees over the realistic possibility that its business might close and its workforce be made redundant.
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- Date:
- 15 June 2011
- Type:
- Employment law cases
The Employment Appeal Tribunal has held that it is the transferee, rather than the Secretary of State, that is liable to pay the unfair dismissal basic award and notice of an employee who is dismissed after a "pre-pack" administration and TUPE transfer of the business as a going concern.