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
Updated to reflect that the Court of Appeal will hear the appeals in Ali v Capita Customer Management Ltd and Hextall v Chief Constable of Leicestershire Police on 1 May 2019.
In Awan v ICTS UK Ltd, the Employment Appeal Tribunal (EAT) held that an implied term of the contract of employment prohibited the employer from dismissing the employee for medical capability while he was entitled to receive long-term disability benefits.
The traditional collection for a departing colleague faces an uncertain future - is it dying out? Can HR do anything to influence employees' generosity? The Royal College of Nursing's David Cooper has a whip-round to find out.
In George v London Borough of Brent, the Employment Appeal Tribunal (EAT) held that the employer's failure to comply with a contractual obligation to offer a redundant employee a trial period for a possible alternative role was likely to render the dismissal unfair.
An IT manager at an NHS trust has been awarded £1m in compensation by an employment tribunal after he was unfairly dismissed.
Updated to include information on the FCA's confirmation that sexual harassment is misconduct that falls within its regulatory scope.
Protected conversations can be a good way to agree mutually acceptable exit terms - attractive to employers and employees alike - while protecting your business. Darren Newman, an employment lawyer with more than 20 years' experience, takes you through what you need to do to negotiate successfully.
A woman with a long-term eye condition, who lost her job at a food preparation firm after being asked to peel onions, has won her case for unfair dismissal at an industrial tribunal in Northern Ireland.
Laurie Anstis takes us through how to avoid unfair dismissals when undertaking redundancy exercises.
"Systemic" shortages in the NHS workforce mean long-term plans for the health service risk becoming an unachievable wish list, according to healthcare experts, who have cited forecasts that more than one in six posts could be unfilled by 2030.
HR and legal information and guidance relating to the end of employment.
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