The Court of Appeal has held that the decision to reduce officer head count "to the fullest extent" by forcibly retiring police officers with 30 years' service was justified.
The Court of Appeal has held that an employer's decision to disregard new medical evidence and dismiss an employee on long-term sickness absence amounted to discrimination arising from disability and unfair dismissal.
The run-up to April is typically a busy time of year for HR professionals, with new employment legislation due to come into force. 2017 is no exception, with the most significant development being the introduction of the gender pay gap reporting duty for larger employers. However, there are a number of other key changes affecting all employers, regardless of their size.
Updated to take account of the new rules on the requirements for regulatory references, effective 7 March 2017.
A reference form for regulated financial services employer to provide for a former employee being recruited to carry out a either a senior management function under the Senior Managers Regime or a certification function under the Certification Regime.
We discuss the key employment law trends and changes that are affecting the HR landscape, including: gender pay gap reporting; the Trade Union Act 2016; public-sector exit payments and employment status.
The maximum amount of statutory redundancy pay and the limit on the amount employment tribunals can award for unfair dismissal increase from 6 April 2017.
Pensioners' incomes are now higher than those of working age, according to a report from the Resolution Foundation.
The Court of Appeal has ruled that police forces' use of Regulation A19, which required police officers with more than 30 years' pensionable service to retire, did not amount to age discrimination.
HR and legal information and guidance relating to termination of employment.