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
We discuss the implications for employers of the recent EAT decision in Awan v ICTS UK Ltd, which illustrates the risks for employers of dismissing an employee who is in receipt of permanent health insurance payments.
Updated to include information on the FCA's consultation on providing extra clarity to help firms adjust to the SMR and CR.
Updated to reflect that the Supreme Court has granted Ms Tomlinson-Blake, supported by Unison, leave to appeal the Court of Appeal's decision in Royal Mencap Society v Tomlinson-Blake.
The Government has announced plans to change the way breaks in employment are treated, which could have a greater impact for local government than for employers in the private sector, due to the operation of the modification order.
Tesco is to be sued for unfair dismissal by a former executive who last month was cleared of false accounting and fraud at the retail giant.
Pregnant women and new mothers returning to work after having children are to receive greater protection from being treated unfairly, under new proposals set out by the government.
The Government consults on proposals to extend the period of protection against redundancy for pregnant women and new parents on return to work.
NHS vacancies are running at more than 90,000 per quarter, newly released statistics reveal.
Around 900 staff are expected to be made redundant at Patisserie Valerie, as a rescue deal failed to save the cake and coffee chain from going into administration.
With the Court of Appeal due to hear the appeal against the High Court decision in Agoreyo that the suspension of a teacher was a repudiatory breach of contract, consultant editor Darren Newman looks at the issue of suspension when it relates to safeguarding concerns.
HR and legal information and guidance relating to the end of employment.
Access our main resources on end of employment according to the type of information you need.