Redundancy exercises are likely to become more heavily scrutinised, more demanding and, if employers get them wrong, potentially much more expensive. Here’s what you need to know.
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Redundancy should never be the first option. Before employment comes to an end, employers are expected to actively consider whether there are any reasonable alternatives that could avoid dismissal altogether.
Redundancy selection is about far more than completing a scoring matrix. Every score should be capable of being explained, supported by evidence and applied consistently across the selection pool. Here’s what you need to know.
Meaningful consultation is about more than ticking a box. It’s about running a fair process that stands up to scrutiny. Here’s what you need to know.
Data protection complaint rules have changed. Learn what employers need to do, the new legal requirements and practical steps to comply.
Join us for an essential discussion on the practical impact of reducing the qualifying period for unfair dismissal to just six months.
Redundancy isn’t just a headcount exercise. Discover the 10 biggest mistakes employers make and what to do to avoid them.
Most employers want to improve diversity and representation, but good intentions can still create legal risk. Learn where positive action can go wrong and how to avoid crossing the line into unlawful discrimination.
Reduction in the qualifying period for unfair dismissal takes effect from 01 January 2027 – this means employees starting on 01 July 2026 will reach six months’ service at that point. Here’s why you’ll want to consider reducing the duration of your probation periods.
The latest tribunal statistics claims continue to increase at a time when the employment tribunal system is already creaking at the seams. For employers, that means greater legal costs, increased management time, operational disruption and longer periods of uncertainty when disputes arise. So why are claims increasing, and is there actually anything employers can be doing to mitigate the trend?
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