redundancy Archives - Goldenleaver
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Collective redundancies just got more complicated… again. It's a shame, because they had become simpler after the Woolworths case confirmed that you only have to focus on establishments within a business (rather than on a business as a whole) when deciding whether to consult collectively in a redundancy situation. Problem:  the trigger point for when an employer has to start consulting about collective redundancies may have been brought forward to a time that many employers would regard as being no more than an...

Finally we have (almost) official confirmation that the 20+ trigger for collective redundancies isn't relevant until the number of redundancies at individual sites each meets that threshold. But as the Ghost of Woolworths exits stage left (no doubt muttering "Collective redundancies - to consult, or not to consult: that is the question") - is the farce over? Possibly not...

It's now official: nothing exciting happens in February… We have become used to the statutory rates of a week's pay for calculating redundancy payments and the basic award in unfair dismissal claims, as well as the maximum compensatory award in unfair dismissal claims being increased annually on 1 February. From this year that date is now changing to 6 April. This will give anyone who is under pressure to make redundancies before the rate increase a bit more breathing space. The change is...

In coming to power the Coalition Government had set out clearly that they wished to review employment law to maximise flexibility and to ensure a competitive edge, in short, there was a very real appetite to reduce red tape in this area as it was perceived as 'choking' growth. At the end of 2011, the Department of Business, Innovation & Skills called for comment on the TUPE and redundancy consultation processes because, 'Employers have said during the Employment Law Review that the...