Collective Consultation for Redundancies
Making workers redundant can be fraught with legal pitfalls. Employers are under strict obligations to follow specific procedures including, where applicable, collective consultation with affected individuals. This is to help ensure that the redundancy process is fair, providing employee representatives and affected staff with the chance to have their say and make alternative suggestions. In […]
Termination of Employment Letter: What to Include
Terminating someone’s employment can be fraught with legal risks for employers, not least where an employee has accrued the right to claim unfair dismissal. As such, it is important to follow a fair dismissal process, including notifying the employee in writing of the reasons for their dismissal and the effective date upon which their employment […]
Termination of Employment (How to Dismiss?)
Employment can come to an end for one of many different reasons. An employee may leave a job through choice by resigning, or they may be retiring, a fixed term contract may be ending or the employer may decide to dismiss the individual. In this guide for employers, we discuss how employment may be terminated and […]
Dismissing an Employee Fairly
Dismissing an employee is sometimes unavoidable, either because an individual is behaving badly or underperforming at work, or the business simply cannot afford to maintain its current levels of staff. As an employer, even where you have a clear and legitimate reason for letting someone go, it remains important that you approach any dismissal in […]
Employee Walking Out Of A Job: Guide for Managers
Should you consider someone walking out of a job as having resigned? In this guide for employers, we look at how to deal with an employee who has quit their job without giving written confirmation or notice, or who claims to have resigned in the ‘heat of the moment’. We’ll also look at what the […]
Individual Redundancy Consultation Rules
When making redundancies in the workplace, regardless of the number of redundancies that need to be made, employers must always follow a fair consultation process. Below we provide employers with some practical advice on the individual redundancy consultation process in the context of small-scale redundancy scenarios, together with guidance on meeting the collective consultation rules […]
Do Employers Have to Give a Job Reference?
There are various do’s and don’ts when it comes to giving a job reference for a former or exiting employee, where it is important for employers to understand their obligations, even after the employment relationship has come to an end. The following practical guide looks at the provision of work references, together with a sample […]
Employee Rights During Probation (HR Guide)
Probation periods at work can be valuable in ensuring the compatibility of a new starter to their new role and organisation, but only if managed correctly. The following guide for HR, managers and employers focuses on employee rights during probation. We look at how to manage probationary periods in the context of employees’ statutory and […]
Minimum Statutory Notice Periods
Even if you have a valid reason for terminating an employee’s employment contract, you must follow a fair and lawful dismissal procedure. This includes giving an employee any legal notice period or pay-in-lieu-of-notice that they are entitled to. The dismissal process can be complicated legally, requiring careful handling and a thorough understanding of the law. […]
Dismissing an Employee with less than 2 Years’ Service
When dismissing an employee with less than 2 years service, it will be important for employers to be aware of the potential legal pitfalls. While in most cases of employment under 2 years, the employer does not necessarily need to justify their decision to dismiss, or even follow a fair procedure, there are many reasons […]