Ending employment can be a challenging process, requiring careful adherence to legal obligations and best practices. This topic provides essential guidance for legal practitioners on navigating terminations, redundancies, and dismissals, ensuring compliance and minimising risk.
HMRC has updated the advisory fuel rates for company cars, with new rates applying from 1 September 2026....
This edition of Employment weekly highlights includes: (1) a government consultation on the draft revised statutory tipping code of practice, (2)...
The Department for Business, Innovation, Science and Trade (BIST) has launched a consultation on a draft revised statutory Code of Practice on Fair...
Commercial analysis: The High Court held that only the contracting AFH entity could enforce post-termination restrictive covenants against a...
The government has published proposed new benefit and pension rates for 2024 to 2025 including in respect of Statutory Maternity Pay (SMP), Statutory...
ET1 grounds of claim—indirect sex discrimination[Insert in para 8.2 of claim form ET1:]1The Claimant is a woman and the Respondent is [enter details,...
Waiver of noticeEmployers and employees can waive their right to be given notice when their employment relationship comes to an end.Waiving...
Constructive dismissaldismissal of an employee by their employer will typically be at the instigation of the employer. In other words, the employer...
ReinstatementReinstatement is one of the orders that may be made by a tribunal under section 112 of the Employment Rights Act 1996 (ERA 1996) following a finding of unfair dismissal. For a discussion of the other remedies available, see Practice Note: Unfair dismissal remedies—general.Following a
Redundancy—effect of death of employer or employeeDeath of the employer—effect at common lawAt common law, where an employer is a natural person (as opposed to a legal person, such as a corporate entity or partnership), the death of the employer frustrates and so terminates the contracts of
Garden leave and the right to workIn broad terms, putting an employee on 'garden leave' means the employer sending the employee home on full pay, usually during the employee's notice period when an employee has resigned or has been dismissed with notice. The employee remains employed by the employer
Priority between loss reliefs in loss making companiesWhy does it matter?A company that is a member of a group and has incurred any of the types of losses available for surrender by way of group relief may, without any further rules, have more than one way in which to use the loss. There are a
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