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Redundancy arises when an employee is dismissed in one of three circumstances:
Actual or intended closure of the whole business;
Actual or intended closure of the business at a particular workplace; or
A reduction in the need for employees to carry out work of a particular kind.
Redundancy HR Resources | Last updated: 30/04/2012 10:47:00
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1. INFORMATION IN REDUNDANCY SITUATIONS
1.1. IntroductionThere is a statutory duty to inform and consult workforce representatives in:
a collective redundancy situation; or
where there is a TUPE transfer.
1.2. General PrinciplesInformation
TUPE HR Resources | Last updated: 30/04/2012 10:19:00
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1. EMPLOYEE STATUS - THE TESTS
An individual carrying out work for another may be:
An employee;
A worker (Please note that a worker can also be self employed, but not all self employed are workers); or
An independent contractor/self emplo
Recruitment & Contracts HR Resources | Last updated: 05/03/2012 16:45:00
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Purpose
If a Claimant is successful, a Tribunal will make an award for damages that is appropriate to the type of claim and all the circumstances of the case.
Unfair dismissal awards are made up of a basic and a compensatory award. Discriminat
Termination HR Resources | Last updated: 01/02/2012 16:00:00
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With effect from today, the maximum compensatory award for unfair dismissal increases from £68,400 to £72.300.Other changes coming into force today include:-
The limit on the amount of a week's pay for statutory redundancy payments and the basic award for unfair dismissal will increase from £400 to £430
an increase in the maximum amount of a guarantee payment payable to an employee from £22.
Blog Article | Last updated: 01/02/2012 09:27:00
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The case of Readman v Devon Primary Care Trust has illustrated that an employee is said to act reasonably in refusing an offer of suitable alternative employment where the Employment Tribunal correctly concludes that a reasonable employee would have accepted the employer’s offer.
The Claimant was a nurse, and was placed at risk of redundancy and subsequently offered three alternative posts
Blog Article | Last updated: 25/01/2012 11:18:00
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1. Is the career break paid or unpaid? If paid, will this be at normal pay or at a reduced rate, for all or part of the absence?
2. If unpaid, will the career break count as continuous service, preserving the employee`s right to a redundancy
Family friendly HR Resources | Last updated: 18/01/2012 14:16:00
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It`s that time of year when the compensation limits that can be awarded by Tribunals for claims such as unfair dismissal and statutory redundancy payments are published.
Blog Article | Last updated: 21/12/2011 09:53:00
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A controversial ruling by an employment tribunal has seen more than 1000 former employees of Ethel Austin miss out on redundancy pay.
Ethel Austin is a discount fashion chain that went into administration in February 2010, after suffering 2 years of poor trading.
The employment tribunal in Liverpool ruled that only 500 of the 1700 workers made redundant would be compensated because t
Blog Article | Last updated: 24/11/2011 15:18:00
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INTRODUCTION
In circumstances where it is unclear what an employer's staffing needs will be the longer term but there is a downturn in work, employers may not wish to make a decision at that stage to carry out redundancies.
In such a situation, an employer may consider laying off employees or putting them on short time working. It is good practice to consider these alternatives in any event.
LAY-OFF
Lay-off means that the employment relationship between the company and the employee continues, but the obligation for the employer to provide work is suspended temporarily. Lay-off is very different from redundancy and the two terms should not be confused. When an employee is made redundant, their employment comes to an end. When an employee is laid off, they remain an employee pending an expected return to work. However, an employee has the right to end their employment and claim redundancy pay if it turns out that no further work will be forthcoming, as explained below.
Redundancy HR Resources | Last updated: 15/09/2011 11:09:00
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