Updated to reflect that the protected period in which an employee must be offered a suitable available vacancy extends to pregnant employees and those returning from family leave, from 6 April 2024.
Updated to reflect that government guidance on right to work checks no longer provides for a grace period during which an employee can make a late application to the EU settlement scheme and maintain the right to work with their current employer.
Updated to reflect that the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, which will extend redundancy protection to employees returning from adoption leave, are expected to come into force on 6 April 2024.
Updated to reflect that the Maternity Leave, Adoption Leave and Shared Parental Leave (Amendment) Regulations 2024, which will extend redundancy protection for pregnant employees and new parents, are expected to come into force on 6 April 2024.
Updated to reflect the EAT's decision in Omar v Epping Forest District Citizens Advice, which confirmed that the relevant question for heat-of-the-moment resignations is whether the employee genuinely intended to resign.
Practical guidance on how to consult on an individual basis during a redundancy exercise, including principles for fair redundancy dismissals; what to discuss at individual redundancy meetings; consulting absent employees; and alternative employment.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.