We have set out some answers to the frequently asked questions that employers ask when considering how to support a menopausal employee.
On 22 February 2024, the EHRC released guidance and resources for employers designed to help employers understand their legal obligations in relation to supporting workers experiencing menopausal symptoms.
In many senses, 2024 is unlikely to be a year with radical ruptures from those that have gone before it. The significance of 2024 though, is that it is likely to build upon those megatrends impacting the world of work, which have been emerging for some time now and are only likely to strengthen as we move on in time.
In today’s uncertain economic environment, it is rare to see a week go by without a major employer announcing redundancies, be they as a result of a restructuring, a contracting business or a merger or acquisition.
Redundancy law in the UK can be tricky to get right. With that in mind, here are our top tips for employers who are considering making redundancies.
The first payment to include in a redundancy package is the statutory redundancy payment. This must be paid to all eligible employees and the amount is set by legislation. Other mandatory payments on termination would also include accrued but untaken annual leave and unpaid wages. Some employers, where the contract allows, may make a payment in lieu of notice.
Settlement negotiations are generally subject to the 'without prejudice' rule. This means that evidence of genuine attempts to settle an existing dispute cannot be disclosed in tribunal or court proceedings.
This guide will help you navigate the tricky topic of redundancy and settlement agreements, covering what redundancy means for both employers and employees, as well as how settlement agreements work in practice.
It is a type of dismissal, and the statutory definition encompasses three types of situations: business closure, workplace closure, and reduction of workforce. Redundancy is a potentially fair reason for dismissal and therefore may give an employer a defence to an unfair dismissal claim.