Editor's message: Every employment relationship will inevitably come to an end at some point, whether the split is amicable (for example retirement or the employee moving on to new pastures) or potentially difficult (as is often the case with dismissal).
The right not to be unfairly dismissed provides a reasonably high degree of protection for employees, with employers needing both to have a fair reason to dismiss - such as redundancy or the employee's misconduct or lack of capability - and to follow a fair procedure. They must also act reasonably in treating the reason as sufficient reason to dismiss.
Following changes to the law in the last decade, the concept of a compulsory retirement age is now limited to the rare circumstances in which this can be justified. Most employees are therefore free to "retire" at any age they choose, simply by giving the required notice of resignation.
Depending on the circumstances in which an individual's employment comes to an end, there will be practicalities for your organisation to consider, including the return of company property, calculating final payments and the option of paying in lieu of notice. In some circumstances - most commonly where the employee has given notice of resignation to work for a competitor - a period of garden leave may be a possibility.
Zuraida Curtis, employment law editor
Thousands of workers face uncertainty after Carillion, the UK's second largest construction company, went into liquidation yesterday.
Employees who are leaving under a cloud can cause problems, demonstrated recently when a Twitter employee hid President Trump's account - however welcome that was for many people. What practical steps can employers take to avoid damage to their property or reputation?
The Employment Appeal Tribunal (EAT) has held that the employer acted in breach of the implied term to maintain trust and confidence by giving a misleading reason for the employee's dismissal.
Updated to include information on Baker v Abellio London Ltd, concerning the dismissal of an employee who was not subject to immigration control but who failed to provide correct documentation.
The Employment Appeal Tribunal (EAT) has remitted to an employment tribunal the issue of whether or not a Jamaican national with the "right of abode" was fairly dismissed after he did not provide the required documentation during his employer's audit of its workforce's right to work in the UK.
Special guest Jo Broadbent, who is a professional support lawyer with Hogan Lovells, joins us to discuss the rights that apply to pregnant employees and those on maternity leave in a redundancy situation, including the practical steps employers can take to avoid falling foul of the law.
A charity has called for greater legal protections for new mothers, claiming the Government has failed to act on the recommendations of the Women and Equalities Committee inquiry into pregnancy and maternity discrimination.
A model contract clause for use in a service agreement to set out an executive director's obligations and rights on termination.
HR and legal information and guidance relating to the end of employment.