In Devon Primary Care Trust v Readman  IRLR 878 CA, the Court of Appeal affirmed that the reasonableness of a redundant employee's refusal of suitable alternative employment must be assessed subjectively.
Victoria Bell is managing associate and Gerri Hurst, Carly Mather and Andrew Nealey are associates and Eleanor Cittern is a trainee solicitor at Addleshaw Goddard LLP.
The Court of Session has held that a dismissal that results from the expiry of a fixed-term contract does not automatically count towards the threshold for triggering collective redundancy consultation obligations.
Employment lawyer and XpertHR contributing author Laurie Anstis takes employers through the basics of a fair redundancy procedure.
The Court of Appeal has confirmed that age-related differences between the claimant and his or her comparator should not be taken into account when deciding whether or not the claimant suffered less favourable treatment because of his or her age.
The Court of Appeal has confirmed that the question of whether or not a potentially redundant employee's refusal to accept alternative employment is reasonable requires a subjective test.
Joe Beeston, Kate Edminson, Rosie Kight and David Rintoul are associate solicitors and Iain Naylor is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings. They round up the latest rulings.
In DLA Piper's case of the week, AEI Cables Ltd v GMB and others, the Employment Appeal Tribunal held that the employment tribunal, when setting a protective award for failure to inform and consult on redundancies, should have taken account of the period during which the company was insolvent.
Updated to take account of the revised NHS terms and conditions of service handbook (Agenda for Change) for NHS Scotland.
HR and legal information and guidance relating to redundancy.