Redundancy Bumping & Fair Dismissal

redundancy bumping

When dealing with redundancies, employers have to meet specific requirements to ensure the fair and lawful dismissal of employees. This includes having a genuine reason for any redundancy and following the correct redundancy procedure. Redundancy bumping is a specific and complex aspect of the redundancy process, which employers should give full consideration to when making […]

Form ET3: Responding to a Tribunal Claim

Form ET3 is an important document for employers facing an employment tribunal claim from an existing, former or even prospective employee. For employers, it will be important to know how to respond using ET3 in way that is legally compliant with the claims process and ensures your organisation’s best interests are protected.   What is Form […]

Compulsory Redundancy Advice for Employers

Compulsory redundancy

Whatever the business driver behind redundancy, employers must in all cases follow a fair and transparent procedure when making someone redundant. In this guide for employers, we explain the process you need to follow when making compulsory redundancies.   What is compulsory redundancy? A redundancy situation is where you terminate an employee’s contract of employment because you no […]

What Are Fair Redundancy Selection Criteria?

redundancy selection criteria

The correct use of redundancy selection criteria is crucial in ensuring that any redundancy process is fair and lawful. The following guide focuses on how to choose and apply the most appropriate redundancy criteria and how to mitigate the risks of falling foul of your obligations when making someone redundant.   Identifying your pool for […]

Job Restructuring Rights (Employer’s Guide)

Making changes to your organisational structure can raise a number of employment and HR issues. If the restructure involves a reduction in the workforce, the employer must ensure they are following the correct legal procedures and meeting employees’ rights through the process. Restructuring a business can be a challenging and unsettling experience for all those […]

HR1 Form: Redundancy Notification

hr1 form redundancy notice

If your organisation has to make more than 20 people redundant, the Secretary of State must be notified of this intention. Failure to do so without justification may result in prosecution and/or a fine for the company or any of its officers. Advance notification of the redundancies is made using the HR1 Form. If you are […]

Dismissing an Employee Fairly

Dismissing an Employee

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 […]

Without Prejudice & Protected Conversations

protected conversations at work

Without prejudice and protected conversations have become an essential part of the HR toolkit, but they have to be used with care to avoid further issues arising. If you are looking to bring an employee’s contract of employment to an end, you may want to have an off the record chat with a view to […]

Dismissing an Employee with less than 2 Years’ Service

dismissing an employee with under 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 […]

Payment in Lieu of Notice Rules

payment in lieu of notice

Payment in lieu of notice is where an employee is paid by their employer for the relevant notice period that they do not work when their employment is terminated without notice. Payment in lieu of notice, or PILON, can apply to many different types of dismissal. In this guide, we look at the rules on […]