A model letter to invite an employee to an appeal hearing where the employee has appealed his or her dismissal under the long-term sickness absence management procedure.
A model letter informing an employee of the outcome of a stage 3 short-term sickness absence formal review meeting.
A model letter inviting an employee to a short-term sickness absence appeal hearing.
A model letter informing an employee of the outcome of a short-term sickness absence appeal hearing.
A model letter dismissing an employee who has refused redeployment following a formal sickness absence management procedure.
The Court of Appeal has held that the employer was not required to match each category of gross misconduct to each allegation and that how the conduct was eventually categorised was a matter for the decision-maker after all the evidence had been adduced.
In City of York Council v Grosset EAT/0015/16, the EAT upheld a tribunal's decision that the dismissal of a teacher who showed an 18-rated film to a class of vulnerable 15- and 16-year-olds amounted to discrimination because of something arising from his disability under s.15 of the Equality Act 2010. The evidence available to the tribunal enabled a permissible conclusion that the misconduct arose in consequence of disability, and that dismissal was not objectively justified.
The maximum amount that can be used to calculate an employee's statutory redundancy pay increases to £489 per week from today.
Darren Newman talks listeners through British Home Stores Ltd v Burchell, one of the most significant cases in employment law.
Updated to include a reminder of the maximum amount of a week's pay for the purposes of calculating statutory redundancy pay, effective from 6 April 2017.
HR and legal information and guidance relating to termination of employment.