Employee Advice
Increase in redundancy payments from today
From today, the cap on a week’s pay for the purposes of calculating redundancy pay has increased from £430 per week to £450 per week.
Employee Advice
From today, the cap on a week’s pay for the purposes of calculating redundancy pay has increased from £430 per week to £450 per week.
The government have said that they intend to appeal through the Supreme Courts against a Court of Appeal ruling that it is a breach of human rights to require employees to disclose criminal convictions to employers. In the COA cases it is understandable why this conclusion was reached. By way of illustration, one case concerned […]
Figures published today show that just short of £5bn was paid out in the UK in redundancy payments last year. Gloomily, this price tag is, by large, the product of widespread public sector redundancies as private sector redundancies have levelled off since the surge in 2008/2009. We are still paying the price for heavy contractual […]
This case at the EAT held an Employment Tribunal was wrong to consider evidence of discussions during without prejudice negotiations and reduce the employee’s award on the basis that if they hadn’t been unfairly dismissed, a compromise agreement might have been reached which would have terminated the employee’s employment in any event. Although not a […]
The appeal of Mr Chikwe v Mouchel Group Plc against the Employment Tribunal decision that his race discrimination claim was presented out of time demonstrates how difficult it is to argue for a just and equitable extension. The lesson here for employees is that delaying bringing claims because of waiting for the outcome of a […]
From 6 April 2012, the maximum costs order which a tribunal may make in favour of a legally represented Claimant or Respondent will increase to £20,000.00 from the current £10,000.00. This gives the Tribunal authority to award much larger amounts of costs without the case leaving the Tribunal system. Before 6 April 2012, costs could only […]
Bringing the Company into disrepute or conduct which could do so is often labelled as gross misconduct. This often results in dismissal of employees for this and normally an associated reason. Even the judiciary is not immune from such actions as this story shows. The Judge has been removed from his judicial post after the […]
We are seeing a large proportion of our time being spent in dispute with insurers on a number of issues largely for employees. These range on freedom of choice of instruction of solicitor, prospects of success and even after appointmentis agreed the hourly rates and costs negotiation. If you have legal expenses insurance then this […]
At the conservative conference the Chancellor has announced that it will introduce fees to bring a claim before the Employment Tribunal from 2013. The amount that will be charged and how it should be paid will be the subject of consultation which will start in the next few months. At present, there are no fees […]
This case at the EAT is a reminder to Claimants that although costs are the exception not the rule, if they pursue a complaint that is misconceived, they bear a risk of costs. In this case, the Claimant’s were ordered to pay £10,000.00 of the Respondent’s costs for a two day hearing in which they […]
Sometimes one side can be unhappy with the decision of the Tribunal but we all know this does not give grounds for appeal. There are risks to appeals not least of all on the costs front but as this case shows they can encourage the other side to follow suit and cross appeal. In this […]
Where an employee is dismissed with 6 months notice that expires on 1 February, but where a summary dismissal takes place on 21 January? The answer is 21 January. The summary dismissal trumps the earlier dismissal with notice according to the case of M-Choice UK Limited v Aalders reported on the EAT website today. Aalders […]
The Telegraph have run an article today summarising redundancy rights for employees. A useful starting point (alongside Business Link) but for more specific tailored advice do call !
There continues, this week, to be a bit of a ‘stink’ in the press about Lord Young’s proposals to allow unfair dismissal claims from employees who have 2 year’s employment (rather than the current 12 months) in order to reduce the number of spurious claims. There has been some suggestion that this will create new […]